What makes a good recruitment consultant? (Win CPD!)

Re: What makes a good recruitment consultant? (Win CPD!)

Vicky RVN — Sat, 21 Nov 2009 14:48:51 GMT

Well done Sal

Re: What makes a good recruitment consultant? (Win CPD!)

Saskia Quinn — Sat, 21 Nov 2009 14:04:17 GMT

CONGRATULATIONS SAL!!!!!!!!! Well done!!

Re: What makes a good recruitment consultant? (Win CPD!)

Anonymous — Mon, 12 Oct 2009 17:22:08 GMT

Actually Sal1 you are the winner of a day's RVC CPD - congratulations and thank you for taking the time to post such a comprehensive response. Please e-mail me and we can sort out your prize - justin.carpenter@rigvets.co.uk. Thanks also to everyone else who took part.

Re: What makes a good recruitment consultant? (Win CPD!)

Anonymous — Mon, 12 Oct 2009 17:15:59 GMT

Hi Everyone. Many thanks for all of your input. We genuinely found it very interesting and most useful. To answer a few of the points raised, not in any particular order: "Want to deal with the same person each time" - our system is set up regionally by practices, so if you move about the country to work, I'm sorry you will deal with different Rig personnel. But your information will be available for all of our callers to see. Our apologies, if this does not appear so every time. "Check qualifications, references etc" - we certainly do that at Rig Vets. "Give an out-of-hours contact for locums" - a very good suggestion and we will implement that. Any paperwork from us will now give a number to ring in an emergency. "Do not text or call permanent nurses during working hours" - our initial contact is by e-mail, if we do not receive a reply then we have to resort to phoning or texts to find out the current status. But we accept this could be embarrassing and so will make a note on files notes if requested not to contact during working hours. "Find out what a locum is prepared to do before placing in a job" - this should be done. A candidate's requirements should be matched with any job. As a result of your excellent suggestions, we have reviewed our forms to imcorporate these where applicable to try to improve our service. The winner of the CPD will be announced soon!!

Re: What makes a good recruitment consultant? (Win CPD!)

Sal the 1st — Thu, 08 Oct 2009 15:47:25 GMT

who won the cpd?

Re: What makes a good recruitment consultant? (Win CPD!)

sjf — Mon, 07 Sep 2009 11:33:16 GMT

Recruitment consultants with up to date, thorough databases and good communication within the office. It's great to have one-on-one with a consultant, but if that's not possible i expect the rest of the company to know what is going on with my employment status and what i require. If i want work in London and don't have a car, i don't want the another consultant ringing me for jobs in rural surrey, unaware of my needs. If i say I am in full-time employment and will contact you if my situation changes, i mean it. I don't appreciate 4 different people from the same office calling me twice a week- over Christmas- hassling me to cover night shifts- on Boxing day- in Kent...

Re: What makes a good recruitment consultant? (Win CPD!)

catherine walker — Fri, 04 Sep 2009 15:15:41 GMT

Listening to your requirements and actually only calling with jobs that are suitable. The smaller agencies also know who you are and that can make all the difference. I found RIG pretty useful cause they were able to help with scary tax matters which on a practical front was hugely useful. Good websites make a difference to allow you to start the process on your own and regularily updating them is an essential. Love the recruitment agencies who help with CPD not just a recruitment agency but also keen to promote high quality veterinary professionals, fab !!!. Last of all that agency that won't give up in finding you a position when your in desperate need of a job and the agency that won't give up on finding you a locum when your down to your last nerve and in need of extra hands, body and sanity - dedication is hugely appreciated.....

Re: What makes a good recruitment consultant? (Win CPD!)

Deemus — Mon, 24 Aug 2009 17:11:04 GMT

Just for the record, agencies PLEASE discuss with their locums WHAT they are prepared to do BEFORE sending them off to a practice. We've got a locum at the moment and I received an email on Saturday night (didn't get til Sun am) saying that she won't do Sundays. Fair enough but I need to know so i can do the rota accordingly.

Secondly, PLEASE check up on skills that your locums can perform. Whilst the Head VN was away, she was replaced by someone who couldn't/wouldn't put in i/v catheters, take blood, mop floors, check in patients etc.

Just my tuppence worth, thanks for reading.

Re: What makes a good recruitment consultant? (Win CPD!)

Maisy — Mon, 24 Aug 2009 11:42:37 GMT

Agree about having one contact for the locum to contact. I have found this to be especially important as it saves confusion and miscommuncation between agency-locum-practice. Also if the agency phones the locum about potential work (especially a few weeks before the position is due to start), the locum should be emailed with details of the job as well as a contact name and telephone number. To have no confirmation is a bit worrying for the locum especially when you cannot make contact with either the person at the agency or the practice.

Re: What makes a good recruitment consultant? (Win CPD!)

Deemus — Tue, 18 Aug 2009 22:38:26 GMT

I loved your post Sal

For me, the personal touch is second to none. I have previously worked for an agency in the dim and distant past. I rang the same one a little while ago to arrange a locum for our place. My contact at the agency remembered me even after 6 years or so and even asked after my dog! I was hugely impressed. The enquiry about my dog seemed genuine.

As a note to peeps working for agencies as recruitement bods, please don't harrass practices for money before the deadline of the invoice. It puts our backs up. Four phone calls two weeks before the monies were due to be paid in my opinion is excessive.

Tah muchly

Re: What makes a good recruitment consultant? (Win CPD!)

Claire Cameron — Tue, 18 Aug 2009 22:07:52 GMT

[quote user="Nick Shackleton"]

That's a winning post Sal

[/quote]

I agree on that one!

Re: What makes a good recruitment consultant? (Win CPD!)

MPop — Tue, 18 Aug 2009 22:06:01 GMT

For me a good recruitment agency is;

Personable and approachable. Encouraging and enthusiastic. Sincere and professional.

But most importantly for me is that they are genuinely interested in placing the right person in a role not just any person.

Re: What makes a good recruitment consultant? (Win CPD!)

Sal the 1st — Mon, 17 Aug 2009 20:51:17 GMT

dont know about that - but I was serious about the job

Re: What makes a good recruitment consultant? (Win CPD!)

Nick Shackleton — Mon, 17 Aug 2009 20:49:48 GMT

That's a winning post Sal

Re: What makes a good recruitment consultant? (Win CPD!)

Sal the 1st — Mon, 17 Aug 2009 20:46:24 GMT

ok here is my two pennorth

single person point of contact as already mentioned by other posters - this is vital. IF it is totally unavoidable that the single person contact cannot be maintained then at least make sure the person taking over is fully appraised of what is going on AND as a point of courtesy to the locum let them know in advance that this may happen. I would be a lot happier hearing ' I am not available to deal with your queries next week because ....... however XXX will be here to answer any queries for you and sort out any possible placements'. But will add to that try not to pass locums from pillar to post unless it is unavoidable - they dont like it

dont make any promises that cannot be kept - believe me this will lose you locums by the truck load, esp where it involves telling the practice the locum will do on call when the locum has definitely said they will not

when contacting a locum make sure you know a little about them (make sure you do your homework), ie if they have specified an area of work they would be happy with please dont try and palm them off with the 'bum' job that everybody else has turned down which is the other side of the country doing something that isnt even their speciality

- if a nurse has just left permanent employment at a practice because she hated the place it really doesnt look good for you if they are then offered a locum placement there

- stay in touch with your locum staff. eg if you book somebody to do a locum say 2 weeks in advance make sure you call them just before the locum is due to start.

Adopt a more personal approach and be sincere (fake sincere does'nt cut it). Take on board what locums have to say about their placement when they have done them as well as taking feedback from employers. If a locum calls you 2 days into a 10 day stint to say the practice is crap and they want out - listen to what they are telling you, but as well as discussing it with your locum also discuss with the practice - and if it really cannot be resolved do whatever you can to get that locum out of there and replace them.

If there are any changes to a previously arranged locum - ie the practice has cancelled please make sure your locum knows about it before they arrive at the practice to start work or before they have rung the practice themselves and found out they have no work!

make sure the locum has a contact number that is contactable at all times - there is nothing worse than trying to get hold of the locum agency and going straight through to voicemail or getting an answer machine

make sure people are paid on time and at the agreed rate and if you are doing the PAYE make sure you do it

as already mentioned make sure you carry out checks re cv and references (tho i do believe this has been brushed up on recently)

and the last one is for the company as a whole - if you want to retain nurse locums try a bit harder to get them better rates (I know easier said than done) or consider taking less of a cut and I know everybody has to make a living and everybody has to be paid, but that equally applies to your locum

call your locums once in a while even if they have had no work, ask them how they are doing. Dont just call them when you are desperate. Show them you care - also consider emailing general details of placements needing filling and dates etc - you dont have to name practices just general area.

Definitely do not text or call permanent nursing staff during working hours that is a real no no unless it has been requested. You can really land somebody deep in the doo doo with that

all of these things will help you retain locum nurses and help restore confidence in you as a company . Respect is a two way street - respect your locums and they in turn will respect you

and to round all this off - give me a job and I will come and do this for you

Re: What makes a good recruitment consultant? (Win CPD!)

loobylou — Mon, 17 Aug 2009 18:55:49 GMT

An agency that takes the time to check qualifications/ references carefully before placing a nurse in a job.

Also what has been mentioned before, having one person contact and not having to explain requirements/ info multiple times.

Re: What makes a good recruitment consultant? (Win CPD!)

Steph Worsley — Mon, 17 Aug 2009 13:47:57 GMT

I think what makes a good consultant, is one where communication is excellent. Having had dealings where I have had to chase a lot to get work sorted it is very disheartening. Also having details passed on to you correctly ie sending one form to one place and another to another place, or the contact details at the practice.

Dealing with one person is also paramount or at least a good handover should that person go on holiday. Otherwise you get mixed messages from everyone.

Someone who will be willing to fight for the pay you deserve, not just say "oh well thats the pay you will have to take that"

People who stand by their promises as well regarding compensation when things have gone wrong due to an error on their part.

Re: What makes a good recruitment consultant? (Win CPD!)

Anonymous — Mon, 17 Aug 2009 12:45:42 GMT

i did not mean to put that all in caps lock. I am sorry. I was not shouting. just didnt see caps llock on. sorry.

Re: What makes a good recruitment consultant? (Win CPD!)

Anonymous — Mon, 17 Aug 2009 12:44:47 GMT

I HAVE TO SAY THAT THE AGENCIES THAT I HAVE GONE BACK TO TIME AND TIME AGAIN ARE THE ONES WERE YOU DEAL WITH ONE PERSON. THEY GET TO KNOW YOU AND YOU DONT GET CALLS FROM OTHER PEOPLE IN THE AGENCY ASKING YOU THE SAME THING OR ASKING IF YOU WANT A FULL TIME JOB 300 MILES FROM WERE YOU LIVE. I HAVE BEEN GIVEN MOB NUMBERS FOR ONE AGENCY AS THEY HAVE A PERSON ON CALL ALL WEEKEND. SHE SPENT ALOT OF TIME TEXTING ME ONE WEEKEND TO HELP FIND ME WORK.

TO ME IT IS THE PERSONAL TOUCH RATHER THEN THE MONEY GRABBING. IT DOES ALSO HELPS THAT SOME AGENCIES MORE THEN OTHER WILL GET A HIGHER RATE OF PAY. I HAVE BEEN ASKED TO WORK FOR ONE AGENCY WITH A SALARY LESS THEN A NOTHER AGENT WAS GETTING FOR A 1ST YR STUDENT AND I HAVE 10 YRS EXPERIANCE.

HOPE THIS HELPS A LITTLE BIT.