Originally Posted by busterboy

Well as a Senior HR Manager who specialises in resource planning, I don't necessarily agree.

What complicates matters often for candidates and recruitment sales agents is that there are a number of real factors that go into deciding whether to recruit and indeed finally employ someone.

Cue list in no particular order:

• Workforce planning/establishment and headcount
• Departmental structure
• Departmental budget
• Organisation workforce plan
• Need
• Skill
• Fit
• Internal policy
• Succession planning and development initiatives
• Recruitment policy
• Spend on external suppliers
• Development of own organisational employer brand to name a few

It is not so easy as ''ere Gov, I have the right bloke for you' as the organisation may not have the need for that external candidate at that present time.

Hiring Managers who believe that they have 'special relationships' with certain salespeople are often disappointed by the sloping quality of candidates provided, sometimes having to let good candidates down or retrench fairly new employees due to lack of planning and incorrect hiring decisions.

Organisations are much more interested in considering an external candidate that they may have to find a role for, if the candidate comes to them directly i.e. not having to pay 20% of initial salary to a salesperson makes the candidate more attractive.

I qualify this by adding that I work for very large organisations and employing into small companies and real fast moving/demand led organisations is likely to have less structure.

Originally Posted by busterboy

Well as a Senior HR Manager who specialises in resource planning, I don't necessarily agree.

What complicates matters often for candidates and recruitment sales agents is that there are a number of real factors that go into deciding whether to recruit and indeed finally employ someone.

Cue list in no particular order:

• Workforce planning/establishment and headcount
• Departmental structure
• Departmental budget
• Organisation workforce plan
• Need
• Skill
• Fit
• Internal policy
• Succession planning and development initiatives
• Recruitment policy
• Spend on external suppliers
• Development of own organisational employer brand to name a few

It is not so easy as ''ere Gov, I have the right bloke for you' as the organisation may not have the need for that external candidate at that present time.

Hiring Managers who believe that they have 'special relationships' with certain salespeople are often disappointed by the sloping quality of candidates provided, sometimes having to let good candidates down or retrench fairly new employees due to lack of planning and incorrect hiring decisions.

Organisations are much more interested in considering an external candidate that they may have to find a role for, if the candidate comes to them directly i.e. not having to pay 20% of initial salary to a salesperson makes the candidate more attractive.

I qualify this by adding that I work for very large organisations and employing into small companies and real fast moving/demand led organisations is likely to have less structure.

Originally Posted by Townley

Not sure about Steve_and_Gill's comment but we are actually taking about those very salespeople (recruitment agencies) rather than internal HR departments who I am sure have the same frustrations with the agencies themselves...

Originally Posted by knockoff nige

I think we could all accept that there are often genuine reasons for recruitment agencies to not put you forward for a job. But, there are too many lies from them. I mean, as has been said on here already, why advertise a job only to tell candidates that it has been filled? It seems that its just to get you to bother sending your cv in (even if they've got your cv a few hundred times already). They operate in a very sloppy manner from my perspective and dont analyse every applicant that applies in the way their customer would like them to.

Originally Posted by knockoff nige

I think we could all accept that there are often genuine reasons for recruitment agencies to not put you forward for a job. But, there are too many lies from them. I mean, as has been said on here already, why advertise a job only to tell candidates that it has been filled? It seems that its just to get you to bother sending your cv in (even if they've got your cv a few hundred times already). They operate in a very sloppy manner from my perspective and dont analyse every applicant that applies in the way their customer would like them to.

Originally Posted by E3only

The problem here stems from that fact that :
/1. They are too busy.
/2. I know a few consultants who have no clue what they are talking. I was interviewed for a TOP bank and was asked crap questions. NO brains...
/3. There are so many applicants that they know the job is going to be filled so they don't care.
/4. They suck.....

Originally Posted by Townley

Often the motivation for Agencies to get you to submt your CV is a small Clause in the contract between them and the prospective employer which is called 'Candidate Ownership'. This basically means that if they put your CV forward for a role they effectively 'own' you as a candidate for that employer - and any other employer they put you forward to - irrespective of whether you get the role or not. This means that if you are successful in getting a job with that employer in future (this could be directly with the company or through another agency) and it's within the 'ownership' timescales (can be anything from 6-12 months) then the employer is still obliged to pay the 'Introduction Fee' as they argue that they brought that candidate to the employers attention first...

Originally Posted by Perdana

Has anyone found any good IT ones?