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When it comes to permanent recruitment, if you’re responsible for hiring within an engineering company one of your biggest challenges will likely be identifying the best talent to help drive your business forward.
From bridging skills gaps to attracting top talent, it’s advantageous for your business to enlist the support of a recruitment partner. Specialist recruitment agencies such as NRL have well defined recruitment expertise with an in-depth knowledge of their industry sectors, adding genuine value to your people strategy.
But if you’re new to working with a recruitment partner, it’s fair to consider why you need to work with one.
How does permanent recruitment work?
It sounds like an obvious question that any seasoned HR or talent acquisition professional can answer, but it’s a good starting point.
Permanent recruitment looks to directly hire candidates to work within a company, someone who will join the business and work in their role on a dedicated basis. These are long term positions that businesses are filling due to colleagues leaving or adding new roles to their workforce.
Whilst this can be done in-house with recruiters who are employed by your business, it’s important to consider the overheads needed to effectively find the right candidates in addition to staffing the team, such as paid subscriptions to job boards, market research and technology such as applicant tracking systems. Tools like these determine how wide your organisation’s reach is to find suitable candidates, the wider the demographic or skill set you are interested in the more overheads you may have to reach them.
Is it worth working with a recruiter?
It’s a good question. One of the benefits of using a recruitment partner is that they already have access to an extensive range of sector specific tools for candidate resourcing.
But this isn’t the only value they can add.
Creating talent pools – recruiters have access to passive candidates and niche skills, building talent pools to help your business fill specialist roles.
Driving diversity and inclusion– using their expertise to anonymise job adverts and check for gender bias to create as diverse a shortlist as possible.
Building an employer value proposition – taking the time to understand what makes your business unique, what your company values are and why it is a rewarding place to work, before ensuring this information is best positioned to potential candidates.
Focusing on cultural fit– understanding for permanent candidates to be successful they must have a strong cultural fit with your business, sharing the same values to help drive job satisfaction and retention.
Reducing time to hire – implementing a robust recruitment process to shortlist only the most suitable candidates, freeing up time for your hiring managers who only need to be involved in the final selection stage.
Improving candidate quality – recruiting from a wider candidate pool to find the best candidates, including exploring complementary engineering sectors.
Advertising and promoting roles– drawing on marketing expertise to ensure job adverts are targeted to the right people in the right place.
Building strategic talent strategies – understanding that permanent recruitment is not just about the immediate need to fill roles but needs to take a strategic approach to understand the future needs of your business and workforce.
How much does recruitment cost?
Every recruitment partner is different, and commercial terms can be discussed, but typically the recruiter takes payment through commission for making the placement. A set percentage is usually agreed, based on one year of the candidate’s salary – with measures built into the contract terms to cover the new employee’s probationary period.
If an engineering company is interested in appointing a recruitment partner on a sole supply basis, or through a Recruitment Processing Outsourcing solution that covers the permanent hire of all employees for the business, then commercial arrangement such as a monthly retainer may also be discussed.
NRL’s permanent recruitment expertise
We help engineering businesses with strategic hires and specialist talent, working with them to understand the requirements for their positions before embarking on a comprehensive permanent recruitment campaign to find them the best candidates.
We’re proud to place hundreds of candidates each year in permanent positions that have allowed our clients to strengthen and grow their businesses, as well as providing rewarding career opportunities for our candidates.
If you’re interested in exploring how NRL’s regional teams can support your UK and international recruitment needs, then get in touch with us.