Recruitment agencies are used by many people searching for jobs because of the wealth of information and experience they have gained by working with companies across different sectors and industries. Recruiting agencies organize job hunting for companies and have access to job vacancies that may not be advertised elsewhere. It's free for job seekers to use the Malaysia recruitment agency.
This article helps
identify the key metrics and the results you should expect from recruitment
agencies, helping you judge their performance more effectively.
1. Cost & time to hire:
A recruitment agency's
reputation should be evaluated as the main aspect of its evaluation. You should
assume that you are evaluating this metric based on the average fee for
recruiting into each business unit rather than a blanket fee applied to the
entire company. Similarly, if you are recruiting for the sales department, you
should assess the average salary in that area across the rest of the
organization.
The time to hire should
be considered from the moment the vacancy is announced until the offer is made.
When an agency submits CVs within 24 hours, and the Malaysia recruitment agency manager doesn't respond for two weeks,
it can be a major problem in a competitive market.
2. Quality and retention:
When assessing an
agency's ability to supply you with quality candidates, consider the CV
submission to interview ratio, as well as the costs and time to hire. Ideally,
a Malaysia Recruitment Agency should
look at a minimum of 50% CV to interview rate. It will help to reach more
suitable candidates. If the ratio is below 25%, it is not fair.
3. Recruitment procedures:
While hiring in Malaysia, the best employment agency should evaluate the overall recruitment process qualitatively, and
proper record keeping during this process is crucial. This will provide
valuable information that can be used to inform future recruitment. In
addition, it can help identify any pitfalls in the process or instances in
which candidates are being misconducted on factors like salary expectations.
Companies should evaluate this both regularly and after every recruiting drive.
4. Experts vs. Generalists:
Some companies like to
work with generalist agencies because they have a wide range of skills to
manage. The drawback is that the agency lacks mastery of the field, so it is
not as competent as a specialist.
Specialists are needed
for some roles, however. A specialist knows how to target candidates in
specific industries and which job boards to check out. While hiring in Malaysia, it is important to
know whether an agency is general or specialist. A true specialist will have
access to both general and sector-specific job boards.
5. Interview to offer ratio:
Lastly, an agency's
interview-to-offer ratio is very important to measure. Effectively, this is
what matters. It is advisable to interview three candidates for the second
interview. It is important to have a good interview to offer ratio since the
skills gap means companies have a smaller pool of viable candidates to choose from.
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