Over the last ten years, there has been ongoing debate about which step in the recruitment process is the most important. My view over this period has remained unchanged – ie: all the major steps are so important, that leaving any of them out would be negligent on the part of the recruiter (whether they are an agency recruiter or the employer).
Those key steps are: interviewing, psychometric testing and reference checking.
Recently, there’s been a rapid growth of “service providers” on the Internet that offer interview coaching to candidates in a bid to improve their chances of securing employment.
Some employers I’ve dealt with insist on only hiring people with direct experience in their industry. Their reasoning is usually that they can “hit the ground running”. In other words, they want and expect them to become productive in the shortest period of time. This will reduce the time and cost that would otherwise have to go into training.
Many employers think that engaging a recruitment agency is best because their adverts are more likely to be effective.
Putting aside the ad writing skills of some recruiters, ask yourself “is my brand a positive one or does it have good recognition”?
If the answer is yes, run your own advertising campaign and pocket the $10,000 to $20,000 fee you were going to pay the recruitment agency.