How does Indigroup analyse a client’s search for employees?

Every recruitment exercise carried out by a recruitment company starts with an analysis. It is easiest to analyse when the client has not previously carried out a recruitment process, either on their own or through a recruitment company. At Indigroup, we usually deal with recruitments that already have a history:

1. The search has been carried out by another recruitment company or even several companies before.
2. The client has conducted its own recruitment search with its own resources but without success.

In both cases, the client often feels somewhat frustrated either with the labour market itself or with the services of recruitment companies. Indigroup’s analysis of past searches is designed to identify the exact reason why previous searches were unsuccessful. Below are the three (3) most common reasons that can be identified in the analysis:

Incorrectly communicated need

This common reason for unsuccessful recruitment lies at a rather important stage of the recruitment preparation, i.e. the session between hiring managers and recruiters where the need for staff is discussed. Common mistakes in the target candidate discussion:

1. The hiring manager has no knowledge of the labour market and makes demands on candidates that narrow the long list of candidates down to just a few target candidates. An experienced recruiter should advise the hiring manager at this point, but if there is no recruiter around, the recruitment process gets off to the worst possible start, i.e. the process starts without the hiring manager knowing that the selection process will be unsuccessful, but could have been foreseen. Such recruitments are costly and their success is no longer determined by well-designed processes but by blind luck.
2. The hiring manager allows the recruiter to create the position description, which is often simply approved and the recruitment process is started. When the recruiter is not directly involved in the development of the candidate profile, there is a high probability that the profile will be inaccurately developed and that unsuitable candidates will be presented.

Incorrectly selected recruitment company

The recruitment firm must have a long and successful track record not only in general recruitment, but also in terms of whether the recruitment project manager assigned to the client has successfully recruited for the same positions before. This shows whether the project manager has the specialised knowledge needed to identify the need, develop a long list of candidates and, crucially, interview the candidates. The latter may have specialised questions, e.g. a candidate for a digital marketing position may ask about target audiences, marketing budgets, on-site/off-site SEO, CPA, ROAS etc. So, a recruitment company can be seen as a candidate for a position and not be afraid to ask technical questions. This will certainly help to ensure professionalism and prevent the risk of a potentially unsuccessful recruitment.

Poor choice of recruitment channels

This cause of unsuccessful recruitment is most often the result of internal HR recruitment. Of course, the wrong search channels can also be chosen by the recruitment company, but this part is like hygiene for such companies, i.e. in most cases the recruitment company can choose the search channels without too much effort. However, if, for example, the search for managers is based only on public search or relatively low-level employees are only searched for by direct search without allowing them to apply on their own, it is immediately worthwhile to be concerned whether the search firm or the in-house recruiter understands what they are doing.