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How to improve recruitment department in outsource agency?

Let’s agree that many companies and agencies are using outsourcing these days, many of these companies need outsourcing in issues where there is lack in its management like legal consultation, Advertisement, Human Resources, and even in sometimes Marketing. Thus, many outsource agencies works basically to close this gap between management and requirements to achieve company's goals.
On the other hand we shall see that a lot of companies outsource activities is HR. why? This is because it is easier and usually cheaper than having their dependant department. But, what shall an HR agency do to get trusted? A lot of HR outsource agencies depending on recruitment as the main dish on their meal. But do they do well? Actually no, many companies that uses out sourcing are experiencing a high level of turnover. Why is that? Because, there is a lack in the recruitment process. So what can an agency do? We will go through this.

  • Save your current clients:-

It is the most important step, because everything follows is just a repetition of this step in many details.

  • Collect information[مشاهدة الروابط متاحة فقط لأعضاء المنتدى .. ]: - do you have a database for your clients? And I mean here not just names and contact persons, but also this data base must include hiring information, JDs for jobs required, dates of requests, etc.
  • Analyze data: - it is recommended to analyze data to collect similar problems together.

The output of this step shall answer some questions that will help us to discover the real problem/s, and draw our plan.

  1. Where these troubles came from? Me or the client.
  2. Are my procedures correct? Are they efficient? How can I improve them?
  3. Which difficulties I faced while recruiting a certain category/job?
  4. How can I avoid these difficulties?
  5. Is my network large enough? How can I expand it?
  6. Are the JDs updated? Who made it and when? (If possible and you may contact your client about this).
  7. Do I cost my client too much? (You can make a quick survey for that or use a website specialized in that in your area).



  • Make a client satisfactory survey: -

You need this survey to be an important addition to the analysis you did before. Your survey must include all sides may concern your client; you can discover that from the analysis, and by giving your client the chance to add his opinion, ideas, complaints, and suggestions.

  • Contact your clients: - After collecting data and analyzing it, spend some time with your clients discussing with them their problems, the most common problem is JDs, most jobs are without JD, so you may deal with him to make JDs or send them to you if they are exist.


  • Expand your network: - find other resources for candidates. Sometimes regular ways aren’t enough you need to be creative.
  • Seek new clients:-

After some succeeded recruitment processes with your current clients, you can now seek new clients. Newspapers are one of the best places to find them. Don’t look at an advertisement written in professionally way (at least not in the beginning) start with weak ads needs a lot of people.
By repeating all the three steps over and over you can have an active recruitment department. Soon I will post how to do every step in more details.
يمكن زيارة المدونة لمتابعة التحديثات على الموضوع
[مشاهدة الروابط متاحة فقط لأعضاء المنتدى .. ]
برجاء تقييم الموضوع والتعليق والمناقشة
[مشاهدة الروابط متاحة فقط لأعضاء المنتدى .. ] To be explained later in details.