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How to assess the complexity of your temporary recruitment needs

Posted on 13/02/2014 by Jamie Horton in Category Managed Services
I recently wrote a blog for Supply Management about the importance of understanding the complexity of your businesses recruitment needs before looking at suitable recruitment solutions. 

The use of temporary labour is set to continue to rise and this will create some challenges as it is one of the most complex categories to manage. According to figures from the Recruitment and Employment Confederation, there are over 10,000 recruitment agencies in the UK operating from over 16,000 branch locations. Therefore, in such a fragmented market, it is unlikely that a single recruitment agency is going to be able to meet all of your temporary recruitment needs. 

In my recent post I looked into two key areas:

  • Complexity of your business infrastructure

  • Conditions in which agency staff are hired

Complexity of your business infrastructure

The more complex your business infrastructure, the less likely a single agency will be able to meet your needs.

A good place to start would be to assess business location. The more business locations that recruit, and the more diverse the location, the more logical it will be to use a local supplier. Which often result in a higher number of agencies being used.

Further, the larger the business, the more likely it is that budgetary control and decision making will be devolved to individual business units or departments. 

Conditions in which agency staff are hired: 

The number of job roles and the volume of temporary workers you recruit for should also be assessed. If your business recruits for a range of different disciplines, you will need specialist recruiters for each discipline. The more hiring managers you have, and the more temporary workers you use, then the more recruitment agencies you are likely to use.

In certain job categories, demand for workers outstrips supply. It’s important to understand which categories are difficult to recruit for, and plan for this. You will need to understand your recruitment agency’s experience of delivery at your expected volumes and in your chosen locations.

Consequently, it’s worth talking to specialist suppliers of scarce candidates to understand why they are scarce and what steps they take to address this. Remember to canvass the views of several suppliers so you collect universal themes rather than local issues.

Once you have understood the complexity, you should be in a good position to consider the recruitment options available to you. My advice is understand your business first, and then talk to the market.​

 
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