While searching for employees looking for jobs in Africa for Indians or jobs in Kenya for Indian, the African recruitment agency usually takes some key measurements and targets into consideration. While outsourcing their requirements to the Indian recruitment agencies, they expect these measurements and targets to hit.
In short, this blog will explain to you how African recruitment agencies evaluate Indian recruitment agencies before outsourcing their requirements to them. Therefore, read on to know more about this.
- Cost & Time to Hire
It is the most critical factor that generally African recruitment agencies take into consideration while evaluating the Indian recruitment agency work process. When assessing this metric, African agencies look at the average fee per business division to recruit employees rather than a blanket fee across the business.
They also consider briefing to shortlist ratio, the time the role is briefed to submitting CVs. Such metrics help them to identify whether an agency is performing best on the speed of delivery or not.
They also prefer to do an internal review of the Indian recruitment agencies to know if a particular agency is submitting CVs within 24 hours and the recruitment manager is responding to it on time or not.
- Quality of Candidate & Retention VS. Fee Percentage
Along with the cost and time to hire, African recruitment agencies also focused on the CV submission to interview ratio. They do so to ensure an Indian recruitment agency provides them with a good range of quality candidates looking for jobs in Africa for Indians or jobs in Kenya for Indians.
If the recruitment company is good enough, it will reach a 100% CV to interview rate. However, if an African recruitment agency gets any ratio below 25%, they will not outsource their recruitment requirement to the Indian recruitment agencies.
- The Recruitment Process
They even make sure that an agency takes a qualitative approach to evaluate the overall recruitment process and accurate record-keeping. They even take quick surveys from the people looking for jobs in Africa for Indians or jobs in Kenya for Indians.
They firmly believe that such short surveys bring in lots of helpful information to inform future activity. It will help them know why some candidates have turned down their offers. In fact, every recruitment agency should evaluate both routinely and after every recruitment drive for this factor/metric.
- Specialist Vs. Generalist Agency
African recruitment agencies also keep checking whether the companies like to go down the generalist route or a specialist route to hire the candidate. If an Indian recruitment agency is following a generalist way, they can't provide their clients with top-quality service because the agency lacks expert industry knowledge.
African companies always prefer to tie up with specialist recruitment agencies like Ross Warner HR to hire for some executive roles. Such specialist recruiters are usually familiar with the best industry job boards and know how to target specific candidates in certain industries. Such kind of invaluable knowledge generalist recruiters will not have.
Concluding Remarks
Outsourcing recruitment requirements to other recruitment agencies is always a big decision because, in the end, it results in spending money on external resources. That's why African recruitment agencies always do their research, try to know what success looks like, and constantly evaluate internal and Indian recruitment agencies' approaches to recruitment. It will ensure they are getting the best ROI and increase their chances of bringing in the best candidate searching for jobs in Africa for Indian or jobs in Kenya for Indians.
To know more about the work process of an Africa job consultant agency in India, you can get in touch with Ross Warner HR – https://www.rosswarnerhr.com/ today!