Giving the right information
As a client, you do need to understand that in order for recruiters to do their job effectively, and save you time and money, you do need to give recruiters the right information, as the success of placing the right candidate is based upon this fact. Every recruitment assignment is unique. If the information is general, vague, with ‘market related’ salaries, and covers a broad base, this can potentially waste both the client and recruiter’s time going through dozens of unsuitable submissions with a hit and miss approach.
The relationship of HR and the line manager needs to be of such, that there is open communication, and a full understanding of the exact requirement and preferences for the position. Often times, a line manager will email on a job spec to the HR department to deal with, where this has not actually been verbally discussed and fully understood. HR knows as much as the agency does, and this is where a problem in the process comes. In cases like this, a line manager will get dozens of CVs from agencies who are purely following a spec on paper where there are far more factors beyond the brief that need to be addressed and fully understood by the HR department before the job spec is sent to any recruiter.
So what basic information is required from a client?
• The purpose of the job function, and the title thereof
• Who the candidate would be reporting to
• Duties and responsibilities
• Educational requirements
• Minimum requirements
• The amount of years experience required
• ‘Knock out’ factors if relevant
• Salary and benefits
• Potential Growth prospects
• Urgency of the positions/start date
• Reason for the vacancy
• Any specifics for e.g.: a driver’s license, able to work weekends etc