Thank you for giving us theopportunity to bewith you today.

Presented by;

Mr. Oussama MansourC.E.O.

Profiles International, M.E.

Getting the best from the recruitment agency

It is all about:

Is there a Bad-Good Person!

Bad-Good Job\Org. FIT!NO

The Challenge

Your Pool OfPotential

Candidates

TheTarget

Job

Role & Responsibilities

Competencies (S,K)

Personality (BehavioralTraits)

Interest

Thinking Capacity

Your Cultural & Value Fit

Leadership &Management Style Fit

Marriage

Good Fit

Bad Fit

Growth-Productivity

Divorce-Law Suits

The relationship that you have with yourrecruiting agency is integral to the success

of your company. Like any other goodrelationship, communication is important.You want to be able to engage in honest

and open dialogue. You want to know thatyou can have complete trust in your

agency.

Going down the agency route

Going down the agency route

Many businesses simply don't have the time or internal knowledge required tohire the best staff, especially if they're recruiting in a new location or for a

newly created role.Agencies give you the opportunity to hand this responsibility to experts who,

in return for a fee, will aim to bring you candidates matching your exactrequirements.

You have the choice between generalist agencies who can offer youcandidate volume, or smaller niche agencies that attract more specialist

candidates.

However, as with any form of recruitingstrategy, there are some downsides:

Using an agency is often more expensivethan recruiting independently.

Agencies operate in different ways, so youhave to do your homework before you find

the one that matches your needs.

If you don't brief you agency properly, youmay actually spend more time dealing with

unwanted candidates.

One of the best ways to build that trust is by asking questions. By askingspecific and well thought out questions you will figure out if you and your

recruiting agency are compatible. Here are some examples of the types ofquestions that you can ask:

What kind of assessments do they use to screen potential job applicants?What is their experience in your industry?

Do they perform background/reference checks?

Of course there are numerous other questions that you can ask as well. Onthe flip side you should also encourage your recruiting agency to ask youquestions as well. It is important that they understand the needs of your

company. This two-way question and answer process will establish a strongworking relationship.

Ask Questions

Finding the right agency

There are questions you need to ask yourself before deciding which agencyto use:

Has the agency recruited for similar positions before?

What are the credentials of the consultants that will handle your account?

Can they supply testimonials from previous clients?

Do they comply with recruitment industry standards?

Does the agency have a clear pricing structure?

Finding the right agency

There are questions you need to ask yourself before deciding which agencyto use:

How do their fees compare with the industry average?

What background checks will the agency perform on candidates?

What role will you be expected to pay in the process

How much contact will you receive from the agency?

Placement Or right placement.

TIP – find out how long your recruiter hasbeen in the recruitment industry,

how long they have been with their currentagency and

how long they really believe they will stayin recruitment.

Also find out what practical experiencethey have in the industry they are recruiting

in to justify taking on your assignment.

POSITION DESCRIPTION

TIP – if your recruiter does not want to come out to meet you and see the workingenvironment to understand your culture and your drivers, be wary that they don't

really care about making the right placement, just a near enough placement

CONTINGENT versus RETAINED ENGAGEMENT

TIP – always only select one recruiter and either engagethem on retainer for greater leverage or exclusively if theyhave not yet proven their success. Contingent sounds like

you get greater choice and effort, but the reality is it is oftenthe leftovers.

Give FeedbackOne of the key ways to get the most

benefits from your recruiting agency is bygiving honest feedback. Some people

assume they only should give feedbackwhen there are issues. Even though you

want to be upfront about any problems, it isalso important to give feedback when an

employee works out well.Both types of feedback will help your

recruiting agency understand what you arelooking for in your employees. This will

help them understand your needs and pairyou up with individuals that are the right fit

for your company.

Build ConnectionsYour recruiting agency has extensive

network connections. By taking advantageof your relationship with your agency, youcan tap into those connections. By tapping

into those connections you will find atremendous resource for market research.Here are some of the benefits which come

from building connections:access to cross-marketing opportunities

learn about innovationthe insider’s scoop on industry trends

Always make sure you providecomprehensive briefs. If you haven't

provided your agency with the exact detailsof what you're hoping for in the perfect

candidate, then they can't be blamed fornot finding them.

Make sure you let them know which criteriaare mandatory, which are highly desired

and which are optional. It's better toprovide them with too much information

than not enough.

Recruitment & Selection

Career Planning

Performance Management

Training & Dev.

SuccessionPlanning

Coaching & Mentoring

Promotions

Team Building

Managing Change

Organizational Culture(Customer Orientation,Sales Orientation, etc.)

• Can the persondo the job?

• How will the persondo the job?

• Will the personwant to do the job?

Top PerformerProfile

Shaded areas indicatethe required potential

The Profile showsrequirements for

superior performancein your organization.

Good Match

The Job PatternDesign &

The Job FitTechnology

(Benchmarking)

Mr. Ahmed has scored the following percentage fit for the followingjobs;

F & B Manager 81%Customer Service Manager 75%Front Desk Manager 73%Marketing Manager 61%Human Resources Manager 55%Accounting Manager 44%

Succession PlanningPromotionCareer Planning

Team BuildingMotivationTraining & Dev’t.

MULTI-JOB MATCH REPORT

The following candidates have scored the following percentage fitfor the Job of Customer Service Manager;

Ahmed 81%Rola 75%Ranjana 73%Sahel 61%Noora 55%Rashid 44%

Succession PlanningPromotionCareer Planning

Team BuildingMotivationTraining & Dev’t.

MULTI-CANDIDATE JOB MATCH REPORT