Move ahead of the field
14/01/2008
Contribution by Nancy Smith UK director of research at global HR consultancy Right Management
Move ahead of the field
At work and in life, it's what most of ushanker after - seal of approval that what we're doing is right and to a high standard. In the recruitment industry, arguably this satisfaction of best practice and endorsement of ability comes in the guise of accreditation and being classed as professionally qualified consultants. More importantly, though, in a competitive employment environment these various 'badges' of recognition can also help to mark us out form the pack. But what do they really mean to the clients? Do they provide reassurance and improve the standing of a recruitment agency or individual consultant and help to bring in business? And which ones carry most weight?
Among the most well known, of curse, are the Recruitment and Employment Confederation (REC) and the Association of Professional Recruitment Consultants (APRC), which both offer accredited qualifications. Corporate members of the former must adhere to its binding Code of Professional practice and individual members of its Code of Ethics. The REC will investigate complaints of any breaches of this, and compliance spot checks can be carried out. Currently, the REC has 8,000 corporate members (recruitment agencies and businesses) and 6,000 recruitment professionals (individual members). The APRC, meanwhile, boasts ore than 12,300 members and similarly has a lengthy code of conduct for members. One of the most long-standing bodies is the Association of Graduate Recruiters (AGR) founded in 1968, which represents more than 600 organisations involved in graduate recruitment.
Human resources body the Chartered Institute of Personnel and Development (CIPD) offers a certificate in recruitment and selection, and an NVQ in recruitment.
Recruitment agencies can also seek accreditation in a wider context, ISO 9001:2000 is an internationally recognised standard for quality management systems which provides companies with a set of management rules that aim to help consistently provide high levels of client satisfaction. Investors in People (IiP), meanwhile, is one of the most well-known accreditations, with more than a quarter of UK firms holding it. IiP is a government-backed national standard which sets out a level of good practice for training and development of people in areas such as recruitment leadership and work-life balance.
Additionally, each sector will have its own specific accreditation bodies and schemes such as education (Quality mark scheme), IT (Association of Technology Staffing Companies) and leisure and tourism (Hospitality Assured). Within the REC there are also a number of special interest groups, catering for different sectors, including construction, engineering, medical and rec-to-rec.
There can be a cynicism about accreditation, not least because acquiring it often involves considerable expense and time. But to discover whether they really are worth the paper and plaques they are printed on, Recruiter canvassed opinions from five resourcing heads of HR directors.
Nancy Smith
UK director of research at global HR consultancy Right Management
To some extent accreditations and qualifications do play a part when choosing a recruitment consultancy; however, I would argue that industry knowledge and building a rapport with the consultant are far more important criteria to consider.
Most employers develop strong and lasting relationships with recruitment agencies/consultants early in their career. But those who need to choose a consultancy for the first time must consider various options and a whole range of factors. In my experience, the most effective
Article published in Recruiter
January 2008 way to find a good recruitment consultant is by speaking to your peers and finding out which agency has a reputation in the relevant sector.
Another factor I would always rate as more important than qualifications if the consultant's understanding of the brief. I usually send my requirements to a selection of appropriate agencies and decide which agency demonstrates the clearest understanding of what I am looking for. There are countless examples of agencies sending inappropriate candidates because they have not fully grasped the brief, wasting everybody's time.
While I think it's important to check a recruitment agency meets industry standards, it is essential to appoint a consultant who has a track record in the field and who understands both my needs and the relevant market.
Article published in Recruiter
January 2008
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