Why use a Specialist Recruitment Agency:

Recruitment agencies seem often to be viewed as a ‘necessary evil’ and are used as a real last resort, rather than out of choice.

Only when recruitment agencies are seen as a benefit to the organisation can the relationship be fully positive and beneficial for both parties. As businesses are often lacking the time, resources and expertise to recruit effectively, turning to a recruitment agency is an attractive proposition for a number of reasons:

• Market knowledge.

A good recruitment agency will have significant expertise and jobs market insight, nationally, and locally. Specialist agencies will make it their business to immerse themselves within the sector making them a ‘go to’ for both candidates and clients. Recruitment consultants understand employer needs, candidate expectations, and the impacts of supply and demand on the jobs market as a whole. This means they are ideally situated to help employers make educated decisions, which have a positive impact on the bottom line.

• Salary benchmarking and negotiation

Discussing salaries at the end of a long recruitment process can cause a barrier between the employer and the candidate. Recruitment agencies can discuss salary benchmarks prior to the role being advertised. Thus, ensuring you know a) you are going to attract the right candidates at the right salary and b) There are no disappointments at either side at the point of hire

• Cost saving compared temporary staff

Within the Early Years and Social care sector the actual monetary cost of temporary staff can be crippling. Having a temporary member of staff for 8 weeks can cost more than a permanent placement fee. However, there are wider implications for the organisation of constant temporary staff particularly in the Early Years and residential sector; temporary staff do not understand the routines and needs of all of the children, lack of stability for the children, inability to increase occupancy of the home/nursery, ratios of qualified staff to children, relationships of the staff with parents and outside professionals. All these factors can limit the growth and more importantly reputation and Ofsted outcome of the organisation.

• A wider candidate reach/advertising resources.

Employers may only have the opportunity to advertise with a small selection of jobs boards and the adverts may not attract the right talent.

Recruitment agencies often have huge spends with many jobs’ boards giving them the advantage of sponsored and premium postings, which are often out of reach for direct employers.

Another plus of recruitment agency’s is that all they do is recruitment, spending spend all day every day sourcing candidates; they actively seek out professionals who fit the job description, either via social media or professional headhunting. In addition, most have a large database of candidates whom they have previously engaged with. Often that perfect candidate is not the one actively looking for work, but those that are extremely successful in their current role. A good recruitment consultant will know where to find and how to engage with those excellent candidates.

• Recruitment experience.

A recruitment agency must always conduct initial interviews on behalf of the employer, which will save the employer time and money as anyone unsuitable will be eliminated at this stage.

A recruitment consultant speaks to hundreds of candidates a year therefore should be able to spot an unsuitable candidate at the very early stages, preventing any wasted time for the employer.

Initial background checks can also be done prior to any interview with the employer, for example within the early years and residential sector Ofsted reports and reviews can be verified. Again, this can save valuable time and resources for the employer.

As with all business decisions, cost has to be taken into account, can recruitment agencies prove their return on investment?

When all the above factors are taken into consideration the recruitment process will be much quicker, smoother and more successful using an agency. This means the employer can spend time working effectively within their business, whilst also preparing for the ideal new recruit to join their team. Therefore, the Return on Investment for that perfect new employee will no doubt be extremely positive.

For more information on how we can support your nursery or care organisation with your recruitment needs please get in touch; enquiries@bamboochildcare.co.uk, 08448225727

For other specialist agencies in different fields see our affiliate organisation agency central.