There certainly seems to have been a growing sense of informal negativity towards recruitment consultants in the region. A recruitment agency should help speed up the recruitment process and take a significant workload of your plate. The better consultants should be well connected and be able to provide you access to strong candidates that would be otherwise impossible to gain access to. Due to the significant sums of money involved in the recruitment business, this have caused a drastic shift in how some recruitment companies in the middle east approach their clients. Some have abandoned the mature, well informed true consultative approach and instead replaced it with a high volume, sales orientated approach. Others have become CV passers and nothing more. Finding and getting the best out of a recruitment agency, however, requires planning, preparation and determination. This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com

1. Thank you for giving us the
opportunity to be
with you today.
Getting the best from the recruitment agency
Presented by;
Mr. Oussama Mansour
C.E.O.
Profiles International, M.E.

2. It is all about:
Is there a Bad-Good Person!
NO
Bad-Good JobOrg. FIT!

3. The Challenge
The
Target
Job
Role & Responsibilities
Growth-Productivity
Competencies (S,K)
Personality (Behavioral
Traits)
Interest
Thinking Capacity
Your Cultural & Value Fit
Leadership &
Management Style Fit
Good Fit
Marriage
Bad Fit
Divorce-Law Suits
Your Pool Of
Potential
Candidates

4. Going down the agency route
The relationship that you have with your
recruiting agency is integral to the success
of your company. Like any other good
relationship, communication is important.
You want to be able to engage in honest
and open dialogue. You want to know that
you can have complete trust in your
agency.

5. Going down the agency route
Many businesses simply don't have the time or internal knowledge required to
hire the best staff, especially if they're recruiting in a new location or for a
newly created role.
Agencies give you the opportunity to hand this responsibility to experts who,
in return for a fee, will aim to bring you candidates matching your exact
requirements.
You have the choice between generalist agencies who can offer you
candidate volume, or smaller niche agencies that attract more specialist
candidates.

6. However, as with any form of recruiting
strategy, there are some downsides:
Using an agency is often more expensive
than recruiting independently.
Agencies operate in different ways, so you
have to do your homework before you find
the one that matches your needs.
If you don't brief you agency properly, you
may actually spend more time dealing with
unwanted candidates.

7. Ask Questions
One of the best ways to build that trust is by asking questions. By asking
specific and well thought out questions you will figure out if you and your
recruiting agency are compatible. Here are some examples of the types of
questions that you can ask:
What kind of assessments do they use to screen potential job applicants?
What is their experience in your industry?
Do they perform background/reference checks?
Of course there are numerous other questions that you can ask as well. On
the flip side you should also encourage your recruiting agency to ask you
questions as well. It is important that they understand the needs of your
company. This two-way question and answer process will establish a strong
working relationship.

8. Finding the right agency
There are questions you need to ask yourself before deciding which agency
to use:
Has the agency recruited for similar positions before?
What are the credentials of the consultants that will handle your account?
Can they supply testimonials from previous clients?
Do they comply with recruitment industry standards?
Does the agency have a clear pricing structure?

9. Finding the right agency
There are questions you need to ask yourself before deciding which agency
to use:
How do their fees compare with the industry average?
What background checks will the agency perform on candidates?
What role will you be expected to pay in the process
How much contact will you receive from the agency?

10. Placement
Or right placement.

11. TIP – find out how long your recruiter has
been in the recruitment industry,
how long they have been with their current
agency and
how long they really believe they will stay
in recruitment.
Also find out what practical experience
they have in the industry they are recruiting
in to justify taking on your assignment.

12. POSITION DESCRIPTION
TIP – if your recruiter does not want to come out to meet you and see the working
environment to understand your culture and your drivers, be wary that they don't
really care about making the right placement, just a near enough placement

13. CONTINGENT versus RETAINED ENGAGEMENT
TIP – always only select one recruiter and either engage
them on retainer for greater leverage or exclusively if they
have not yet proven their success. Contingent sounds like
you get greater choice and effort, but the reality is it is often
the leftovers.

14. Give Feedback
One of the key ways to get the most
benefits from your recruiting agency is by
giving honest feedback. Some people
assume they only should give feedback
when there are issues. Even though you
want to be upfront about any problems, it is
also important to give feedback when an
employee works out well.
Both types of feedback will help your
recruiting agency understand what you are
looking for in your employees. This will
help them understand your needs and pair
you up with individuals that are the right fit
for your company.

15. Build Connections
Your recruiting agency has extensive
network connections. By taking advantage
of your relationship with your agency, you
can tap into those connections. By tapping
into those connections you will find a
tremendous resource for market research.
Here are some of the benefits which come
from building connections:
access to cross-marketing opportunities
learn about innovation
the insider’s scoop on industry trends

16. Always make sure you provide
comprehensive briefs. If you haven't
provided your agency with the exact details
of what you're hoping for in the perfect
candidate, then they can't be blamed for
not finding them.
Make sure you let them know which criteria
are mandatory, which are highly desired
and which are optional. It's better to
provide them with too much information
than not enough.

17. Organizational Culture
(Customer Orientation,
Sales Orientation, etc.)
Succession
Planning
Promotions
Coaching & Mentoring
Managing Change
Training & Dev.
Team Building
Performance Management
Career Planning
Recruitment & Selection

18. • Can the person
do the job?
• How will the person
do the job?
• Will the person
want to do the job?

19. Top Performer
Profile
Shaded areas indicate
the required potential
The Profile shows
requirements for
superior performance
in your organization.

20. Good Match

21. The Job Pattern
Design &
The Job Fit
Technology
(Benchmarking)

24. MULTI-JOB MATCH REPORT
Career Planning
Promotion
Succession Planning
Mr. Ahmed has scored the following percentage fit for the following
jobs;
F & B Manager
Customer Service Manager
Front Desk Manager
Marketing Manager
Human Resources Manager
Accounting Manager
Training & Dev’t.
Motivation
81%
75%
73%
61%
55%
44%
Team Building

25. MULTI-CANDIDATE JOB MATCH REPORT
Career Planning
Promotion
Succession Planning
The following candidates have scored the following percentage fit
for the Job of Customer Service Manager;
Ahmed
Rola
Ranjana
Sahel
Noora
Rashid
Training & Dev’t.
81%
75%
73%
61%
55%
44%
Motivation
Team Building