Many clients have no good experience working with mass recruitment agencies. These agencies over promise, financially cheat the blue collar workers, etc. The wrong choice of recruitment agency leads to disappointing number of grievances related to workers. The things mentioned below don’t guarantee A+ partnering experience, but they definitely are indispensable steps that should be followed by any company.
1. Form recruitment committee
If you need hire a large number of workers per year (over 500 workers), you are recommended to form a recruitment committee in your company. This committee can consist of Managing Director, HR Head, Finance Head, Head of Procurement/ Contracts, Legal Representative. It can mainly be responsible for:
- Developing suitable criteria for selecting recruitment agency;
- Selecting the most suitable agency/ agencies based on those criteria;
- Regularly monitoring the performance of the selected agencies
- Deciding to extend/ terminate the Agreement with the existing agencies.
2. Work only with the licensed recruitment agencies
Work only with a licensed agency. Many recruitment agencies would ask you to give them sample positions to recruit and try their capabilities. This may be cheese in the trap. Your company may fall into illegal association.
3. Ask for references
Don’t take recruitment companies as it appears. Ask your professional circles for references. This would reduce your chance of wrong choice of the agency.
4. Ask them these questions
Good recruitment agencies can give you persuasive answers to what make them different, what is their recruiting process, what expected results they can give you, what values their service can add to your company. Also, if possible, learn about their turnover. An agency with retention issues may have too many newbies with inadequate experience. They don’t really know to recruit or maintain relationships.
5. Obey the law
Don’t break any laws. You can consult a Legal Professional to ensure you’re following the applicable laws.
6. Follow proper documentation
There is a set of related documentation requirements. Don’t avoid paperwork to speed up the process.
7. Control the recruitment fees
Don’t allow the recruitment company to charge beyond what is regulated as acceptable in the law. You can convince your management to pay the agencies the recruitment fees. The agencies are likely to overcharge their candidates if your company doesn’t pay the recruitment fees to them. Specify the terms and conditions related to the recruitment fees in the Agreement.
8. Agree on performance measures
Don’t assume that the agency you work with will provide you the best services as promised by them. Include key performance indicators to monitor the agency’s ongoing performance. The factors can include deployment timeliness, quality of new hire, ease of deployment, etc.
9. Monitor the agency’s performance
Hold regular performance review meetings with the recruitment agencies. Any partnership arrangement needs communication of mutual concerns and finding a solution. Let the agency you partner with know what they need to know.
10. Directly interview and select the workers
Don’t completely rely on the agencies to choose the required staff for you. You can rely on them doing so for the second, third or other times of partnership based on their actual performance. For the first time, directly interview and select the required workers. This will save your company a lot of trouble.
11. Properly manage deployment
Worker deployment is a really stressful time for everyone involved in this process. Ensure that accommodation, transport, food, uniform arrangements are all made ready before the arrival date of the new recruits. Also, be sensitive to the fact that the new hires may be very tired and feel strange to the new life in the host country. Impression about the first day of arrival can affect their behavior throughout the contract period.
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12. People are the key
The hired staffers are the reason why the recruitment agencies exist. Don’t delay assessing the hired staffers once they arrive. Make a sample group interview of randomly chosen workers to ensure that the agency adheres to the recruitment policy, including the recruitment fees paid by the workers.
Vietnam Manpower is a trusted, licensed recruitment agency from Vietnam. We are expert in providing Vietnamese manpower in oil and gas, construction, manufacturing, agriculture, transportation and warehousing, hospitality, and others. For any demand, feel free to contact us: lana@vnmanpower.com, (+84) 949 594 116, vnmanpower.com
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