The main business purpose of recruitment agencies is to match the right potential employer with the right potential employee. This matching process has a potential employer at one end and a potential employee at the other end and the recruitment agency matching effort in between.
To match two things together requires understanding both of them very well, and since we are not dealing with concrete objects a perfect match is impossible, hence we need to identify the attributes of each entity and categorise them in terms of employment importance in order to define clear matching criteria for selecting the highest match possible. The attributes can be categorised based on importance into three levels: mandatory, complementary, and unimportant.
An example of an employer attributes from an employee perspective:
- Mandatory: legal, capable financially, vacant professional position
- Complementary: local, casual office environment, reputable, environment friendly
- Unimportant: office carpet colour
An example of an employee attributes from an employer perspective:
- Mandatory: legal, professionally qualified
- Complementary: easygoing, can-do attitude
- Unimportant: race, religion, gender, political views, sexual orientation
In the ideal world, the recruitment agent effort must first focus on understanding the mandatory and complementary attributes of the potential employer and the potential employee, and then match up the mandatory attributes as much as possible. They also should endeavour to match up the complementary attributes as much as possible in order to have a unique match rather than a generic one, and this unique match would be a key reason for a lasting employment relationship. The unimportant attributes must not influence the matching process in whatsoever form.
In the real world, most recruitment agents are not different from sales agents, their main focus is finalising the sales deal and getting the commission as soon as possible. They look smart, they captivate the commission giver by their smiles but do they understand the employer’s business needs? Can they understand the employer’s technical needs? Do they care about the candidates professional goals? Do they foster the development of the industry by guiding and encouraging the unqualified candidates to a qualification pathway? Unfortunately, the answer is negative with the majority of recruitment agents.
Employers can hire marketing and communications undergraduate students to run this recruitment process for them on a casual basis. There’s no expertise and skills required here apart from basic communications skills. The marketing effort is marginal with the emerge of job seeking websites.
Recruitment agents merely relay information between potential employers and potential employees without necessarily understanding what they are relaying, and they do not provide insightful information and guidance to either party. Such recruitment agents are parasites, neither the employers, nor the candidates truly need them. They are unnecessary overhead, eliminate them and invest in a lasting employment relationship by establishing a transparent relationship built on understanding and trust from the start.