Here are two simple truths about recruiting:
It’s really important to your organisation’s success, and
It is an extensive process requiring much thought and effort to get it right.
Because - say it with us - it’s really important to your organisation’s success.
Just ask many of the largest companies in Trinidad and Tobago, like Digicel, ANSA, Flow, Massy, and Unicomer. Finding and keeping top talent, especially in entry-level roles, can be challenging.
Hiring is an important part of growing your local business. And if you're a foreigner looking to set up shop in T&T, it's important you get the talent right too.
It's why many businesses decide to outsource to a recruitment agency in Trinidad and Tobago. Whether you're looking for seasonal talent or permanent roles to grow your Customer Support, read on to learn some vital steps that can help you fill those vacant spots.
Why outsource to a recruitment agency in Trinidad and Tobago?
Outsourcing is a fairly common practice in many organisations of all different sizes today. It can save you time and money and allow you to focus on the core objectives of your business with the peace of mind that your hiring needs are taken care of by expert resources. There are a number of reasons to consider getting external help. (aka Hiring vs. Outsourcing).
It improves your competitive advantage, develops a talented workforce, and fosters a positive and productive work environment.
In other words, hiring a recruitment agency means you can do what you do best, while the recruitment agency does what they do best so that you can attract the best of the best.
So how can you ensure that you hire the best recruitment agency that can hire the best employees for you? Here are 8 steps to help you:
1. Spend time developing your business strategy and goals
You want to ensure that the recruitment agency you hire has values and business approaches that align with your organization's values, expectations, and desired outcomes.
2. Research recruitment agencies in Trinidad and Tobago
You may be surprised just how many agencies there are within and outside your industry, specialised and non-specialised.
Use your networks to find out which agencies your peers or organisations of similar backgrounds and sizes may use.
Some common examples include Regency, Eve Anderson, and Recruitment Xperts. For specialised teams like Customer Service or Data Entry, our Recruitment and Selection team can help.
Company directories and digital business publications such as “Who’s Who” are good resources to help you find out who’s out there and what they offer.
Collect the contact details and then break each one down so you can shortlist your recruitment agency.
3. Develop clear assessment criteria
Based on your business strategies, develop some assessment criteria to evaluate potential recruitment agencies, so there is clarity and transparency at all levels of the hiring process. Here are some of the items you may want to look for when carrying out your assessment:
Expertise and Specialization: the agency’s experience in recruiting for your industry and the specific roles you need to fill, including a deep understanding of the skills, qualifications, and cultural fit required for the positions.
Track Record and Reputation: the agency's past performance, client testimonials, and success rates in placing candidates. Consider factors like time-to-fill, candidate retention, and meeting client expectations.
Recruitment Methods and Strategies: the agency’s sourcing channels, candidate screening processes, and assessment techniques. How do they identify and attract top talent?
Candidate Pool and Networks: Evaluate the agency's talent pool in terms of size and diversityl, including both active and passive candidates. A strong network and access to a wide range of potential candidates increase the chances of finding suitable candidates quickly. Discuss how they engage with potential candidates and their methods for building talent pipelines.
Cost and Value: Consider the cost and value proposition offered by the agency. Compare their fees and commissions with the value they provide in terms of candidate quality, efficiency, and time saved. Assess their ability to deliver results within your budget constraints. While cost is a factor, prioritize the value and ROI the agency can bring to your recruitment process.
Client References and Feedback: Request client references and seek feedback from organizations that have previously worked with the agency. Speak to other clients to gain insights into their experience, level of satisfaction, and the agency's strengths and areas for improvement. Their feedback can provide valuable information to support your decision-making process.
4. Bring Legal in
Whether you’re a large organisation or a growing small enterprise, ensure that you have a legal resource at hand to offer their research and vetting skills to the hiring process. Including legal considerations at an early stage will help you to shortlist the recruitment agencies who are registered, legitimate, and comply with any relevant regulations and HR laws for your country and industry, and who, in turn, adhere to relevant legislation in their candidate sourcing and selection.
5. Host initial discussions
Now that you’re fully aware of what you need, initiate contact with the selected recruitment agencies to discuss the organization's hiring needs, objectives, and expectations. It is an opportunity to evaluate the agency's capabilities and gauge their understanding of the organization's requirements.
6. Proposal, review, and agreement
You’ll receive a proposal from the selected agency that outlines. Pay careful attention to their services, approach, timelines, and fees in reviewing this proposal, and how they align to your organisation’s culture and long-term strategy. Again, including a legal resource is always advised, especially for guidance should negotiations be needed. Once both parties are satisfied with the proposed service, a service level agreement (SLA) is usually drafted that defines roles, responsibilities, deliverables, and key performance indicators. Ensure that there is clarity on fees, guarantees, and any additional services they provide, such as background checks or skill assessments. A well-defined SLA helps manage expectations and ensures accountability.
7. Establish an effective partnership and communication
Consider your chosen recruitment agency as a partner to your organisation. Take the time to provide them with the necessary information about your company, the job positions to be filled, any existing job descriptions, competency matrices, SOPs, etc, as well as information pertaining to your organizational culture, values, mission and vision. Consider any other relevant information to help the agency understand the hiring needs fully.
It’s also recommended to have clear discussions about information exchange processes, confidentiality and data protection measures with the agency, and what to do in the event that any breaches of confidentiality inadvertently occur.
8. Develop a strong Monitoring and Evaluation system.
Part of attracting talent also includes employee feedback. We know you’d want your potential hires to sing your praises as a great employer and recruiter. You'd want to make sure you're getting the right talent on time and the process is moving smoothly.
Taking the time to follow the above 8 steps is a worthy investment. It’s crucial to attract and source qualified candidates with the skills, knowledge, and experience required for organizational success. It also supports many other factors related to your business’s bottom line and future growth.
These include building a skilled workforce, employee retention, development and maintenance of a strong organizational culture and values, succession planning and talent management, and, ultimately, overall organizational performance.
Let Call Serv Be Your Hiring Agency
With CallServ, we provide various outsourced services, including recruitment in Trinidad and Tobago. Our team ensures you can establish a digital footprint while answering customer queries, expanding data entry teams, or finding Human Resources talent. Contact Us to take your business to the next level.
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