Top 4 things Procurement should keep in mind when choosing a recruitment supplier

When researching and choosing suppliers, procurement departments typically rely on a tried and tested selection methodology. There are often three main criteria: price, delivery, and quality.  However, with the recruitment pressures of today and the ever-evolving landscape of work, will this methodology stand up? 

 The current talent market tells us it’s time to look beyond traditional methodology and make a change. Check out our tips on the do’s and don’ts when sourcing a recruitment provider that will fit seamlessly into your strategy and future-proof your organisation:  

1.      What are they really offering? 

An overzealous focus on process and efficiency is no longer the holy grail. Clearly, we are not advocating suppliers who are inefficient or lack process, but surely these should be implied and come as standard? Car companies don’t spend time advertising that their cars run – this is always assumed as an absolute must. If a supplier is focusing too much on the bare minimum, we would consider this a red flag! When selecting a provider, look beyond processes. Get down to the nitty gritty of how and why they are going to add value. What is the unique selling point? What can they provide that other recruiters cannot? Can they meet your hiring needs and ensure you remain competitive? 

2.     Be aware of standard submissions and pitch documents 

This could set the tone for the whole experience! 

Your capital expenditure is probably your highest cost, right? At the very least, it’s one of them! The last thing you want is to go with a provider that’s like the rest – if you feel like you’ve seen the same offering ten times before, it’s time to explore other options. If they are giving minimum effort at the pitch or presentation stage, it speaks volumes to the effort they will give to solving your recruitment challenges and transforming your talent reach – strive for more! 

 In today’s world, there’s no denying that you need to be as creative and dynamic as ever when it comes to sourcing the right talent for your business. You need to ensure the service you are getting from a recruitment provider matches this on all levels. 

 Creating submissions and pitch documents tailored specifically to your business is essential. We’re not talking including your logo and business name on the documents – that’s easy stuff. What you want to see is a deep understanding of your organisation, the challenges you face and your plans for the future, as well as the values that sit at the core of what you do. What makes you tick? 

 The pitch should elevate your expectations and get you excited for the future. 

3.     Token responses get you token results. 

What is it that’s important to you? Whether you are looking at green credentials, ED&I policies, or talent attraction techniques, the time of tick boxing within submissions is long gone. We love organisations who don’t just say what they do but illustrate it – they have the stories and statistics to show you how. Practicing what you preach is very important. How does the company behave themselves? What are their core values? This will tell you a lot. Are they doing things to protect the environment, support equality, showcase diversity or promote inclusivity? Do they convey a unique way of thinking it comes to talent attraction? A company who walks the walk should be able to talk the talk with ease. You should hear “We do this” not “We will do this”. This gives you concrete evidence of who they are, how they carry themselves and what exactly they will be able to do for your business to help you achieve your goals. 

4.     Keep data in mind 

Data will be your best friend when it comes to building an effective recruitment strategy. When choosing a supplier, don’t be afraid to query how they use data to inform decisions. Collecting and analyzing data around topics such as spend, digital process and hiring sources will allow you to have more knowledge on the market and work towards having a highly effective recruitment system. Is data something that drives their business forward? How do they cultivate data and how can they use it to better inform your hiring habits? A data led approach will contribute to success. 

We hope the above tips have been beneficial – treat them as a guideline when searching for and comparing providers. At Kelly, we strive for top quality when it comes to volume temp recruitment and pride ourselves in performing the above points very well. We work with leading organisations globally and provide a top quality service. This will be reflected in our submission and pitch documents. We would be delighted to chat to you about the ways in which we can work with you to understand your challenges and help you transform your hiring.