Recruiting new employees can be a costly and time-consuming process for organisations; the one that melts away significant resources, but rarely offers any guarantees. Employers fully recognise the value of top talent – those individuals that can drive their business forwards and raise the bottom line. Human resources departments face a tricky task when it concerns ensuring a flow of continual talent into the business, and making sure they hire those who are suitable for the work and the culture of the organisation. In a buoyant jobs market, where employers are competing with each other for the most skilled and experienced staff, this becomes even more complicated.
In many cases, employers need specialist support using their hiring strategies. Utilizing a recruitment agency to identify and attract talent, and negotiate terms, can relieve plenty of pressure. This method can help organisations find the people they need to move forwards, bring them to interview, and secure their services within budget.
The newly launched Flink Recruitment Platform and its brand new website is set to revolutionize the traditional recruitment sector in South Africa.
Flink Recruit was conceptualized in 2021 with the aim of automating recruitment and turning the industry on its head. This unique recruitment platform relies on disruptive innovation to result in high-speed quality recruitment. Quite simply, it shows the promise of being a game-changer in the industry while not only simplifying the search for candidates but also enhancing the quality of identified candidates for the benefit of employers.
Flink Recruit South Africa has a lot to offer companies – “FlinkCo’s”, as they can now directly and instantly access a wide pool of the best talent. The platform offers full-cycle recruitment from shortlisting, verifying, interviewing and ranking through Psychometric assessments and reference checks of all candidates. Candidates – “Flinkers”, on the other hand, get the opportunity to showcase their true talents and skills to make their way to purposeful and rewarding careers. Thus through digitization, unique algorithms, and artificial intelligence, the platform optimizes search results and the recruitment process.
So what exactly is the good thing about a recruitment agency to help hire professionals? Here are some practical benefits:
1. Ability to identify talent
The benefit for a recruitment agency is they use both employers who are looking for talent, and professionals who are on the search for career opportunities. As a result, they are ideally located to be ‘in the know’ and operate as an intermediary between your two parties. The ability recruitment consultants own about how precisely to avoid finding a bad applicant can be hugely valuable; they know who is looking for work, how capable they may be, and what type of an income expectations people have.
Once an employer has created a vacancy and established role criteria, recruitment agencies can go about finding suitable people for the positioning. The ‘ideal candidate’ is often the one who is not actively buying new job but would most probably to one if the right opportunity presented itself. A recruitment consultant has strong networks and a specific idea of where to locate these individuals.
Another good thing about by using a recruitment agency is their comprehensive understanding of individual segments of the jobs market and the talent that is available in particular localities. In addition they learn about employers’ requirements and goals. What this means is they can source talented those who can handle doing the work.
2. Advertise roles
Sometimes when employers advertise vacancies, they don’t receive applications of the required calibre. They want for an experienced prospect with niche skills, however the CVs they receive simply don’t hit the mark. Often, this is right down to poor marketing; the high-calibre people they need simply don’t begin to see the advert. And if they aren’t mindful of the opportunity, they can not apply for the task.
The benefit for recruitment agencies not only advertise vacancies – both online and on the traditional – nonetheless they actively find professionals who fit the job description. Recruitment consultants may establish direct connection with talented individuals they know, having helped them find a fresh job in the past, and invite them to apply for the role. Some professionals will not be actively buying a career change, however your vacancy could just tempt them.
3. Negotiate salaries
As an employer, the last thing you want is to get to the finish of the recruitment process, having determined your preferred prospect and made a job offer, only to find that you are poles apart on salary and benefits. Before entering salary negotiations, recruiters will help you benchmark remuneration against other businesses in your industry and provides valuable resources, like the Robert Half Salary Guide which gives insights on current trends. Recruitment agencies are also actively positioning skilled individuals and negotiating salaries mixed up in hiring process. They are able to negotiate with respect to both parties and agree a mutually acceptable remuneration package. If both parties know about the other’s hopes and expectations from the outset, it ensures there’s a realistic prospect of sealing the offer.
4. Interview candidates
When interviewing candidates, the good thing about by using a recruitment agency is they can conduct interviews by using an employer’s behalf, which can save money and time. A recruitment consultant first gives a prospect screening – potentially over the telephone – to commence the procedure of narrowing down the applicants. They can learn a little more about the individuals on the shortlist, and eliminate any unsuitable matches from the process. The recruitment agency can also conduct background looking into prospects invited to interview, meaning the employer’s HR department does not have to. With regards to one more round of interviews, a recruitment agency can advise on what interview questions to ask.
5. Deliver interim professionals
Using a recruitment agency gives businesses the benefit for increasing or decreasing their employee levels as needed. They are able to identify professionals for full-time, everlasting roles, but also individuals well suited for interim jobs. It might be that emergency cover should be used for an absent employee, who has truly gone off ill or left at short notice. Or an employer may consider a lack of capacity for a new project or initiative that gets underway. Recruiters have prospects on who are prepared to hit the land running, meaning there is absolutely no time wasted getting these professionals up to date.
6. Offer industry insight
Another good thing about a recruitment agency is they spend all day long, every day, trying to provide staffing solutions for organisations across a variety of industry sectors such as finance and accounting, financial services, interim management, technology and office administration. As a result, they have significant expertise and jobs market insight, internationally, nationally, and locally, which employers can utilize as they plan their recruitment strategy. Recruitment consultants understand employer needs, prospect expectations, and the impacts of supply and demand on the jobs market all together. This means they are simply ideally situated to help employers make educated decisions, that have a positive effect on the bottom line.
Employers don’t need to go it alone, as it pertains to hiring. The good thing about a recruitment agency, such as Robert Half is they can help businesses and organisations access the abilities and experience they want, in good time, without breaking the bank. This permits employers to release time and monetary resources to help drive the business enterprise forward.
