There has long been a certain contradiction at the heart of the dynamic between recruitment agencies and the organisations that they serve – namely, that while such agencies have an obvious incentive to fill vacancies, their business also depends on a supply of new vacancies to fill.
All too often in the past, reward structures have not sufficiently incentivised logistics recruitment agencies to work closely with their client organisations’ HR teams to find ways to reduce ‘churn’.
Not only can this longstanding model have the effect of perpetuating the wasteful use of limited human resources, but it can also pose the risk of the highest quality candidates being overlooked.
Important lessons for logistics recruitment consultancies
Thankfully, in a world in which businesses are becoming more anxious of the need to take the right approach and make sound investments when recruiting, increasing emphasis is being placed on the importance of recruitment agencies considering the long-term value of a candidate to a business.
Such a change in the relationship between the recruitment agency and the client organisation could greatly help to reduce staff turnover, which in turn is positive for the future of both businesses.
This kind of process can be built by giving competency-based objective assessment a central role. In contrast to the traditional interview – which provides little objectivity and is not easily managed as a repeatable and measurable exercise – structured, competency-based interviews ask set questions designed to test specific competencies that the role requires and are much easier to regulate.
Such interviews should draw upon the results of objective assessments that provide further data on candidates’ potential. Pre-interview assessment presents businesses with the opportunity to measure candidates’ numerical and verbal skills before deciding whether to advance to the next step.
Personality tests can also be invaluable, enabling the employer to determine how the candidate’s personality may influence their motivation and behaviour ‘on the job’.
Ask us how we can assist you in reducing ‘churn’
The adoption of measures like those above can go a long way to providing client organisations with the objective assurance that the candidate they choose will represent a good match to their company culture while also possessing the experience and abilities needed for success.
Here at Bis Henderson Recruitment, we certainly appreciate how competency-based interview processes can help to minimise the ‘churn’ of new recruits.
Talk to our specialist supply chain and logistics recruitment team about how they can assist you in identifying the best possible candidates for your business.