Winning the War for Talent – An Agency Guide to Recruitment

Recruitment for agencies means delivering quality work for clients that relies on having the right individuals, with the right skills, in the right place at the right time. But as the employment market is increasingly candidate-driven, it’s becoming more difficult to hire quality people. Add to this the need to be able to hire quickly and retain flexibility and you have the perfect storm. This agency recruitment guide outlines how to win the war for talent and keep delighting your clients.

Know Where Your Agency’s Headed

If your agency is planning on significant growth, recruitment will be one of your top priorities. You’ll need to establish the type and volume of work you plan to secure and build your team around it. But, as you well know, pitching for work isn’t the same as securing it, so position your business to be able to react as work is confirmed. Particular skill sets, such as SEM and social media management, are in demand, so plan ahead to secure these roles.

Establish Current Capacity

Before recruiting for a role, make sure you really need it by establishing your team’s current capacity and how your billable rate is being spent. This isn’t about checking up on people; understand work volumes by looking at time-sheets or online time tracking systems.
Cross-reference this data with an internal skills audit to identify any expertise your team has that could be better used. Re-allocating administrative work or re-designing job roles could free up valuable resources and expertise. Plus, hiring an administrator is generally more cost-effective than paying for a technical or specialist role. If this sounds too complicated or time-consuming, consider hiring an HR consultant to help you carry out the work.

Redesign Roles or Promote from Within

If it’s a more senior role you need, it’s good practise to promote internally. One of the main reasons that people leave agencies is the lack (actual or perceived) of career progression. This ‘promote from within’ approach will also send a positive message when hiring to backfill the vacant post.
Sometimes, an external hire could be a better choice, particularly if no-one on your existing team is ready to step up or you want to bring in a fresh pair of eyes. However you fill the role, you’ll still need to conduct a transparent and fair recruitment process to give everyone the opportunity to apply and be considered.

A Stitch in Time…

Taking the time to write a quality job description and person specification are the foundations of quality recruitment. By accurately setting out the job and skill requirements, you’ll attract the right candidates and have the basis for your interview questions. Work with an HR consultant to ensure you tick all the necessary legal boxes too.

Get the Price Right

With the continuing war for talent in the creative agency sector, proposing the right salary is key to attracting and engaging the best people. Recruit using an HR consultant and you’ll control costs by using their knowledge of market rates to ensure you don’t overpay.

Don’t Underestimate the Importance of Culture

If you’re recruiting from the Gen Y or millennial populations, and there’s a very good chance you will be, you need to emphasise more than job role and pay. Promoting benefits, perks and other advantages, such as career development and corporate social responsibility will attract quality candidates from these social groups.
Consider what makes working for you special and communicate it in your recruitment literature or at interview. Do you have regular team lunches or nights out, gifts at Christmas, healthy snacks in the office, flexible working or family-friendly offerings? If you’re struggling to entice quality candidates, partner with a Human Resources specialist to improve your offering and make you an employer of choice.

Recruitment for Agencies on the Right Contract

If you do need a last-minute hire or a temporary solution to meet an uptake in work, fixed term or freelance contracts are a good, low-risk stop-gap. Should the work keep pouring in (and you hired well), you can always ask your temp to become permanent.

It’s Not What You Know…

…it’s who you know, particularly when it comes to recruitment for agencies. Research shows that a lot of agency hires are found through personal and professional networks with LinkedIn the leader in the on-line arena. Using your contacts is a great way to meet and keep a range of suitable candidates warm for speculative roles and leaves you well-positioned when you need to be able to make an offer quickly.

Be Prepared to Deal with Counter Offers

With stiff competition for talented people, don’t be surprised if you make an offer only for the individual to receive a counteroffer from their current employer. You’ll need to have a strategy in mind with a top figure you won’t go beyond. Combine your pay offer with strong messaging about the value of the total package and emphasise cultural fit to differentiate your company from the competition.
Follow this recruitment for agencies guidance to ensure you only recruit when you need to and that, when you do, you get the best person for the job at the right rate.
If you need pragmatic recruitment support for your agency, get in touch by calling us on 0330 555 1139 or via email at hello@tercushr.co.uk.