Q. What are the golden rules for getting the most out of the recruiter/agency relationship?
Question submitted by: Paul Brown
A. Honesty, openness, measurement.
Response supplied by: Simon Howard, Work Communications
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A. It's not ground-breaking and doesn't have a "wow" factor, but the best way to get the most out of the recruiter/agency relationship is to ensure honesty, respect and trust - both ways.
If a recruiter really wants to utilise the specialist knowledge of their agency, the agency needs to know everything about the organisation and the issues it faces. And of course, the agency needs to be upfront with client.
We do our best work (and I mean this from the client's perspective, not ours) when the client allows us to work as part of their recruitment/HR team and we can become totally immersed in their business.
Response supplied by: James Roberts, marketing manager, TCS
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A. Communication, communication, communication. Nine times out of 10 relationships fail because of a lack of communication. Be clear and honest about what you want, when you want it, what’s gone right and what’s gone wrong. Problems can almost always be resolved if they are out in the open.
Clear and realistic expectations should be established at the outset of a relationship - and time invested in ensuring that everyone understands what’s what. Don’t beat up your agency to cover up for your own lack of knowledge. Be prepared to give the agency access to people who can answer their questions. A c**p product usually results from a c**p brief or no brief at all!
Basic courtesies, like saying “thank you” for a job you’re pleased with, treating people well, and showing excitement when you win an award can help things along.
And finally, stick with it! Clients who show some commitment to a long-term partnership are more likely to get the best people working on their business, the best product and a better financial deal.
Response supplied by: Andrew Young, managing director, ThirtyThree
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A. Underpinning everything, there should be a mutual respect for each other's professionalism and contribution.
· At the outset, agree mutual objectives, expected outcomes and measurements.
· Wherever possible, give the agency a proper budget or indication of acceptable spend. Then trust and support their creative work and allow them some creative freedom.
· Be accessible - talk to each other and don't rely on email or voicemail.
· A partnership is a two-way relationship, so the agency should be treated as a team member, not a supplier.
· Aim for a transparent relationship: be honest and realistic about what can be achieved.
· Understand that agencies have to make a profit too.
· And finally, enjoy it - it's a creative business!
Response supplied by: Peter Phillips, 360°
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A. Build a partnership based on trust. Trust is gained through delivering what's promised.
· Be in it for the long-term. A few quick wins are necessary to get everyone on board, but there needs to be an understanding that working together over time brings the best results.
· Establish a strategic approach. Recruitment needs to be creative in its approach and innovative in its delivery. There must be clear objectives and methods of evaluation.
· Communication is key. Sharing information, ideas and developing two-way feedback helps both parties to respond quickly to developments within the organisation or the market place.
· Allow access to information and people. This helps the agency to understand the organisation's culture, objectives and values – key selling messages in successful recruitment.
· Build internal communications. Increasing awareness of how an organisation is committed to attracting the right people helps to build morale and momentum.
· Move recruitment up the corporate agenda. How to attract and retain the right people needs to be a central theme of corporate strategy in order for organisations to deliver their best.
Response supplied by: Jo Fletcher-Lee, director, Pearsons