Human Resources Management practitioners and organizations face challenges when it comes to identifying and selecting the best recruiters or recruitment agencies to work with. The market is now filled with people and organizations that claim to be good at recruitment and yet their appreciation of recruitment lies only with how recruitment is carried out. This perhaps has been because the term recruitment has been generalized to include testing and selection. While HR practitioners aim at attracting the best, much of the focus in identifying a recruitment agency or recruiter has been on the “attraction” process rather than the testing and selection aspects. In addition, most HR practitioners simply ask their colleagues for recommendations of firms they have worked with but do not seek additional information on the intricacies of the testing processes the recruiters or recruitment agencies use.

Having a robust recruitment process does not guarantee you will get the right candidates if your candidate testing practices are weak.

Here is a quick guide you could use to make sure that employment testing is comprehensively catered for in the recruitment agency or with the recruiter you use to get candidates.

In requesting for recruitment proposals, look out for the detailed approach that the recruiter or recruiting firm uses to provide their service and check whether they describe how they will cover all of these specific areas.

HR practitioners know that at the bare minimum there must be “quality at the gate.” Ensuring this quality when using recruitment agencies or individual external recruiters is critical to maintaining quality of candidates from the point of entry.

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