Need to hire fast? Avoid the temptation of multiple suppliers..
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HIRING IN A HURRY:
The Fallacy of Multi-Supplier Recruitment
Hiring managers, under pressure to reduce time-to-hire, often adopt an all-hands-on-deck approach, engaging with multiple suppliers to widen their talent pool and expedite candidate sourcing but ...
Relying on multiple suppliers can dilute candidate quality and brand representation, complicating relationship management and hindering efficiency.
Here are some considerations when you need an all-hands-on-deck approach:
1) Candidate Quality and Consistency:
Using multiple recruitment agencies may lead to inconsistency in the quality of candidates presented. Each agency will have its own screening processes and standards, resulting in variations in candidate suitability. Consistent candidate quality and criteria alignment is hampered.
2) Brand Representation:
External recruitment agencies are engaged to represent their client's employer brand to potential candidates. Working with multiple agencies can dilute the message, saturate the market, and make it challenging to maintain a consistent employer brand image.
3) Relationship Management:
Building strong relationships with suppliers takes time and effort. Good recruiters want to dig deep and understand all the facets of a company and its people, ensuring the right fit for the long term. A focused relationship management offers, a better understanding of a company's culture and hiring needs, and improved collaboration. It's nearly impossible to have these deep conversations with numerous suppliers.
4) Competition and Exclusivity:
Working exclusively with a preferred agency can incentivise them to prioritise the company's hiring needs and invest more resources in sourcing high-quality candidates. It also reduces the risk of competing agencies presenting the same candidates for roles, leading to confusion and potential conflicts. Talent overlap is highly prevelent when sourcing within geographical regions like the Northern Beaches.
5) Cost and Efficiency:
Consolidating recruitment efforts with a small number of agencies may lead to cost savings through negotiated fees, streamlined processes, and reduced administrative overhead. Managing relationships with multiple agencies can be resource-intensive and may not always result in significant benefits.
6) Performance Monitoring and Accountability:
Managing performance metrics and holding recruitment agencies accountable for results is more manageable when working with a smaller number of partners. It allows for clearer communication, better tracking of key performance indicators, and more effective performance reviews.
READ about how mme offered a streamlined approach after numerous suppliers created chaos with fluctuating prices, disorderly service & unpredictable outcomes
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