By Anna Koj
Agency or not, that is the question.
When facing a new recruitment process in your association, you may ask yourself whether to handle the process internally or outsource it. Working with an external agency always carries risks, but it also brings numerous opportunities. While the answer will depend on a number of factors unique for your organisation, there are a few things that can ensure a smooth collaboration should you decide to seek external support.
The do’s and don’ts.
First of all, know what you’re looking for. Last thing that will bring you high quality candidates is undecidedness and changing your mind about the ideal profile half-way through the process. Recruiters will always keep an eye out for “potentials”. However, having a clear understanding of what you’re looking for is key to properly targetting the search.
Secondly, be committed to the process. You will be meeting candidates that may not be actively looking for a job. Not providing any feedback after the interview or dragging the process for months, you will only risk losing the good candidates. Remember that as much as you choose them, they choose you.
Finally, be honest about your situation. Recruiters should know about any possible internal issues the new hire will have to face, as much as they should know your unique selling points to attract candidates. This will allow for a comprehensive evaluation of candidates, save time and ensure the process is professional.
Written by Anna Koj for EARS - the European Affairs Recruitment Specialists, published by HQ - The Association Magazine #83/2018.
The full issue of the May edition of the HQ Magazine is available here.