Hiring good salespeople is vital for your business. Your growth and turnover depend on the efficiency and success of your sales force. However, in this ultra-competitive market, finding and attracting the best salespeople is a difficult and time-consuming exercise.
In this context, many companies choose to outsource these recruitments to free up time and quickly meet good candidates. However, with more than 1,6000 recruitment firms in the world, finding the right fit is a real headache.
Which staffing agency should you choose? A specialist or a generalist? What reputation does he have in his sector? How does he assess the candidates? As there are number of temporary staffing agencies, so you should first have to make the decision that which company is more suitable for you.
In this guide, we will help you choose the most suitable staffing agency for the position to be filled and make this partnership a unique growth opportunity.
We offer you an overview of what you can discover in detail in our study:
1. Clarify Your Mission
The failure of recruitment can be linked to a lack of clarification: make your brief clear enough and understandable to everyone. Like any outsourcing, the more precise you are in your needs and your expectations, the more likely you are to make your project a success. You need to define a full specification from the start.
2. The Choice of Cabinet
It is an existential problem when looking to recruit: should we go to a generalist or specialist firm? The answer actually lies in the nature of your recruitment and the profile you are looking for. By downloading the study you will find a comparative table to guide you in your choice.
3. Check the Firm’s Expertise
Knowledge of the local economic fabric and local players allows a firm to quickly find the right candidates, to look for the right companies, especially if your sector is a niche with well-established specificities.
We give you all the essential tips to analyze recruiting firms and determine whether they are, yes, no experts in your region and in your sector.
4. Check the Candidate’s Reputation
This is a fairly simple step to validate but which retains its importance. Good reputation and notoriety are essential in the market. Salespeople are in high demand and will respond more favorably if they know the firm or have had a positive response.
5. Validate the Candidate Assessment Methods
Before entrusting your position to a recruitment firm, take an interest in its methods and means of evaluating candidates. From one firm to another, the valuation techniques are significantly different. How does the firm assess your future employee? What are its means of sourcing?
6. Be Understood
The recruitment firm must also be able to understand your corporate culture , your activity and your profession . Take the time to discuss your values ??and your corporate culture with the consultant because he is the one who will represent you to potential candidates.
It is better to prioritize the quality of CVs than quantity. There is no point in receiving several dozen CVs if they do not meet your criteria in terms of profile, mobility and remuneration.
Finally, ensure that the firm respects the rules of non-discrimination and professional ethics.
7. Understand the Tools and Working Methods
The tools and methods of recruitment are essential in finding the ideal candidate. Before choosing a firm, ask yourself questions about the means at its disposal: what are its working tools? What platform will the ads run on? Who will be responsible for finding candidates? Who will process the applications? A serious firm will be able to answer all your questions concerning its tools and working methods.
8. Establish Good Human Contact
The choice of a firm is also made on the basis of human qualities and the contact that is created between the various interlocutors. You must share a common vision of the procedures to be followed and the conduct of the mission. Establishing a relationship of trust is essential when it comes to recruiting, so let your intuition speak!
9. Evaluate the Cost of The Mission
The cost of a recruiting firm is not a negligible factor. It is even on this criterion that most companies give up using the services of recruitment professionals. At the same time, you have to assess the cost of unsuccessful internal recruitment in terms of time and money. Recruiting a new employee requires availability and must become a priority project. It is therefore sometimes faster, more profitable and safer to call on an external service provider.
The cost of a mission is very variable and depends on different factors: location, type of research, the difficulty of recruitment. Different methods of remuneration of the consultant exist such as the fixed price or a percentage of the salary of the recruited. Agree on a rate with the consultant. Expertise and significant involvement on the part of the firm, as well as appropriate resources, must justify a higher price. Finally, do not hesitate to compare the prices of several firms.
How to Distinguish Between Good and Bad Firms?
It’s a difficult question, but I’ll give you a part of the answer.
Better a good consultant in a bad recruiting firm than a bad consultant in a good firm. It’s that simple. In other words, when you choose a firm, first of all choose your consultant. Does he take the time to understand your job? Did he ask yourself and bombard you with questions?
The quality of the 1st appointment is essential in your choice and the right recruitment consultant will make an excellent assessment of the position. He really cares about your business, the job and the missions. He could almost be part of the business. He is also able to challenge you and advise you.
If you have any doubts, do not hesitate to change or not to choose this firm / consultant. A good consultant is like a good wine, it will improve over time. Hence the importance of choosing the right recruitment partner at the start.