How Employers Use a Job Agency to Find the Right Employees


Tips for Choosing the Right Candidate Using a Job Agency

Congratulations on deciding to add a new member to your team through a job agency. The process of hiring a new employee can be unique and sometimes stressful, depending on the amount of information you have at your disposal regarding hiring.

However, choosing to work with a professional recruitment firm such as Team Global can help you select the best candidates quickly.


To make it easier for you to choose the best candidates to fill in your organizations’ positions, we have compiled some critical tips to consider when using a job agency for candidate recruitment. Take a peek.

1. Know The Fee

Make sure you know the job agency’s fee as some of them can allow negotiations while others can accept payment in installments. Mostly if you don’t clear your bills in time, the guarantee is termed as null and void, but still, ensure you know the terms and conditions about the guarantee’s replacement.

For graduate and junior positions, the fee is easily fixed or even part of the successful candidate’s salary. To get experienced recruitment consultants is expensive, but getting excellent candidates that fit your business and the peace of mind you will have is worth the fee.

2. Understand The Replacement Guarantee

The goal of recruitment consultants in an employment agency is to ensure they place the most suitable candidate for the role.  Under any circumstances, if the chosen candidate doesn’t work the period stated in the work agreement, the recruiter is supposed to get a replacement candidate without any cost.

Note that if the candidate leaves your team due to your actions: change in the job description, restructure, or even redundancy – the principle of replicable guarantee doesn’t work here.

3. Present an Accurate Work Description

This helps a job agency to be sure that the candidates it has are ideal for the job. It also provides useful information to the recruiters, which they use to sell your company to the professionals in demand. This increases the pool of talented candidates from which you can choose from.

4. Share Information Pertaining Your Job And Place Of Work

A professional employment agency will dig as much information as possible about your company. Such information includes; company culture, location, and size, amongst others.

The job agency can ask things to do with packages on offer, future company plans, any plan for the professional development of the staff, down to the tiny details like; do you have lunch together, do you provide parking facilities, etc. They will still try hard to find out the reason for the job’s existence, whether it’s a new position or it’s a role that has been left by someone.

If your office is close to the recruiter’s, they can visit you often because they not only need to get information about the job conditions but also the culture of the workplace to be sure that the personality of the candidates will be the best fit.

This is helpful to your company since you also need a candidate who fits the role perfectly. You don’t need to spend a lot on training the new candidate before taking on the new role, do you?

5. Make Use Of The Recruiter’s Contacts And Expertise

In the medical industry, there is an existing war on talents, and thus the right job agency will always have a pool of candidates in its database ready to be taken to their respective fields.

Those recruiters who are experts in the industry still have statistics of both active and passive job searchers.

They are in a position to approach a candidate even before they advertise directly. This is both time and cost-effective.

6. Consider Exclusivity

It is an economical and an excellent way to enable your agency to succeed because when you exclusively partner with a specialist recruitment agency, you can recruit for a role.

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