“4 Must Ask Questions When Hiring A Recruitment Company”

How To Select The Right Recruitment Company

To Find You Employees

Who Will Drive Your Business Forward.

By David Osborne

RECRUITMENT AGENCIES – The Negative Image

Often I hear negative comments being made about recruitment companies. In any industry there are companies that are great at what they do, and companies who do not meet the client’s expectations. However:

“People are the only element with inherent power to generate value”. “All other variables –offer nothing but inert potential”. (1) The key to surviving in business is to have a team of people who are consistently striving to generate value for your clients.

Here is the challenge It is suggested....

Strangers lie 3 times within the first 10 minutes of meeting someone.

The more intelligent the person the more likely they are to lie (2) It is also suggested that statements like those below when used in advertisements attract Psychopaths, Sociopaths and Pathological liars......

“Professional communication skills and motivated to meet deadlines”

“Be a high achiever and thrive on achieving results” (3) Additionally it is suggested ....

37% of resumes are Phony.

25% of employees make up their work history

85% of University students have admitted to cheating to obtain a degree (4)

If you find a good recruiter it can be a considerable asset to your business. Here are some questions that will assist you select a good recruitment company. (1) Jac Fitz-Enz (2009) The ROI of Human Capital, measuring the economic value of employee performance, American Management Association 2nd ed, pX1X (2) Pamela Meyer Ted Talks “How to spot a liar” https://www.youtube.com/watch?v=P_6vDLq64gE cited 4/1/2015 (3) Clarke, John (2005) Working with Monsters, How to identify and protect yourself from the workplace psychopath, Random House Publishing Australia p94 and 95 (4) Hughes, T. and Jowitt, M. (1996) ‘Managing people – recruitment, selection and induction’, McGraw Hill Australia p 88

QUESTION NUMBER ONE

How do you profile the vacancy to ensure the candidate can achieve what they are required to achieve? A candidate who is likely to achieve the goals of a position has a track record of similar achievements. When profiling the vacant position there needs to be 100% clarity on exactly what the new employee is required to achieve. These goals need to be written as SMART goals that is, they are specific, measurable, achievable, realistic, and have timeline for their achievement. These goals need to be broken down into three, six, nine and twelve monthly goals. If you do not do this how will you know if..... A: Your new employee is a successful hire? B: If your new employee needs specific training to bring them back on target so that they achieve their goals?

QUESTION NUMBER TWO

How do you profile the vacancy to ensure the candidate can work well with their immediate supervisor or manager? Employee behaviour is a function of the person in their environment, B = (P x E) and the supervisor / manager creates that environment. (1) It is suggested that one of the main reason why employees leave an organization is because of the supervisor / manager. (2)

(1) Neville Lake (1999) The third principle, Business & professional publishing Pty Limited Australia p4 (2) Dirk Gibson, Vice President of Marketing, 360 Solutions (2) Dr Harold S Resnick http://worksystems.com/index.html (2) http://www.bizedge.biz/why_leave.htm Copyright © 2008, The Business Edge, all rights reserved (2) By Susan M. Heathfield, About.com Guide

QUESTION NUMBER THREE What results have YOU achieved for the previous companies you have worked for? You need to know if the recruitment company measured the return on employee investment provided by the new employee they hired for a company. If they can they can say “yes this was a good hire because this employee provide this ROI and was gainfully employed for ____number of years. Unless the company is measuring this kind of data how do you they know they are able to provide you with an employee who will generate real value? Replacing employees is easy to do, however finding staff who are competent and consistently committed to generate value is a different skill set.

QUESTION NUMBER FOUR

What guarantee do you give on your work?

If you are really profiling a position to ensure they are competent, culturally suitable and committed to the role then the guarantee should easily be six months or more. In most fields of commerce if you purchased an item the guarantee would be over six months.

It is suggested normal retention rates for employees is....

Teenagers is 6.5 months

20 -24 year olds is 12.1 months

25 – 24 year olds is 5 years (1)

The normal retention rates suggest any employee will stay with you for at least six months. Therefore a diligent recruiter who considers exactly what the business needs I.E A competent, culturally suitable and committed employee would back themselves and offer you a guarantee that is at least six months long.

“An extraordinary Guarantee sends a clear message

that the company making it, is committed to QUALITY.”

Mal Emery

Marketing Expert, Author, Speaker and Entrepreneur (2)

(1) 2006 Bureau of Labour Statistics (2) Mal Emery ( 2007 ) Zero to a Millionaire in Three Years or Less in your Own Business and Still Enjoy the Journey Along the way, Magnetic Marketing and Publications, Perth Australia p61

IT IS ALL ABOUT CREATING A TEAM THAT CONSITENTLY GENERATES VALUE

“Can you put your team against my team?

Are you proud of everyone who reports to you?

If you aren’t, you can’t win. You can’t win the game.”

Jack Welch

Former CEO of General Electric

The people you hire have got to build your business ……..and add value! Donald Trump says….. “When an employee told me, “I think it’s good enough” in reference to an unfinished project, I fired him. Good enough?” ...........”I want people who want more than good enough. I want employees who want great and will go the extra mile for the very best. I don’t want to have to tell them, I want them to do it on their own.” (2)

The competitive advantage ………….is making the right decision about people.

“The ability to make good decisions regarding people represents one of the last reliable sources of competitive advantage,

since very few organisations are very good at it”.

Peter Drucker Management Expert Author and Lecturer

(1).http://www.hrmagazine.co.uk/hro/news/1017045/more-hr-professionals-measure-return-investment 19/10/13 (2) Trump, D (2007) “Trump 101 The Way to Success” John Wiley & Sons Inc., Hoboken, New Jersey p83

FREE PRESENTATION ......

THE FOUR KEY PRINCIPLES FOR MAXIMISING

THE RETURN ON INVESTMENT FROM EMPLOYEES

Contact david@profitablepersonnel.com Phone: 08 9404 6027

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Central Park Management

Best Managed Building

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2013

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