Getting the most from recruitment agencies

There is a broad range of firms:

• Some deal mainly with temporary staff. They may employ a pool of staff themselves and hire these out to clients or they may handle the recruitment of short-term or contract staff on behalf of the actual employer.
• Other consultancies deal mainly with permanent vacancies and handle various parts of the recruitment process ranging from advertising and collecting CVs to pre-selecting and interviewing candidates.
• Some services are available to anyone; others are specifically for graduates, while others might only deal with candidates who have significant experience.
• They may cover a range of employment sectors or deal with a specialised segment of the market such as catering or IT.
• Some have national coverage while others are more narrowly focused on a geographical area (either locally in the UK or specialising in particular overseas job markets).

You should not be asked for any kind of joining or registration fee. Agencies make their money by charging the recruiter, not the client. Sometimes they may charge for additional services such as creating a printed CV for you or for other advice, if this is part of their offering.

You will have to register with the agency(ies) of your choice, a process that usually involves filling in a paper or on-line application form or submitting your CV and often being interviewed or tested by the consultant. You'll also be given an opportunity to express your preferences for careers, locations and salary requirements.

Your details will be entered onto a database that is searched for relevant candidates when vacancies are placed with the agency. If you are short-listed you'll be contacted and given details of the role and company and, if you agree, your CV will be forwarded for the client's consideration. This could lead to an interview or assessment centre and subsequently to a job offer.

Once you have an interview arranged you will be given relevant information about the company. It is quite usual for the client to be kept confidential until this stage. Agencies usually say this is to prevent candidates applying direct to the client which would mean the consultancy losing its placement fee.

Hopefully you will receive feedback on your performance at any interviews, although this is not universal. It is always worth asking for feedback as it should help you improve your technique.

If you are looking for temporary work, any of the "high street" agencies will probably be able to offer some help, although look for those that specialise in work you particularly want to experience.

But, if you are looking for "graduate" jobs, you are probably best advised to use agencies that specialise in these.

Check the agency can use someone with your level of experience. It will always be easier for them to place someone with a track record and evidence of competence; you can't blame them for not finding you a job, if you are not what their clients need! Depending on what sector you are considering, an agency could offer an effective way in because they have a good network of contacts.

Talk to different agencies/consultants and see who you feel comfortable with: there are enough agencies around for you not to need to sign up with the first one you come across.

When weighing up whether an agency has anything to offer you, read their literature/website and ask lots of questions to find out if they are appropriate and reliable. Things to consider might include:

• Do their fields of specialism match your needs?
• Their history, including the length of time they have been in business (which might indicate their success).
• What volume of vacancies do they handle? Is this high or low in relation to the market they serve?
• Is the agency a member of a professional body such as the Recruitment & Employment Confederation which has a code of practice?
• Do you know anyone who has used them and can give feedback on the service?
• Can they give evidence of rates of placement?

As you would expect, agencies vary in effectiveness. Even the best cannot place every candidate; nor can you expect instant results.

The value of intermediaries depends on the sector - there are industries in which it is common for most recruiting to be outsourced to agencies and others where they are rarely used. You'll find this out as you do your own research on fields of work that interest you, so don't waste time with agencies where they are unlikely to have the right contacts.

Using an agency should be considered as a complement to, rather than a substitute for your own job-hunting.

You may find it most effective to register with several agencies - either to maximise the number of potential employers or to cover several fields of work.

Build up a good working relationship with the consultant who is handling your applications. Be clear with them about what you are looking for and honest about what you can offer potential employers.

Keep your records up to date. If you develop a new skill or piece of knowledge, let your consultant(s) know so they can do the best job of selling you to recruiters.

Try to be flexible, particularly if you're just looking for short-term work experience, as a good consultant will have a sound understanding of the job market and a realistic idea of what is available. Listen to advice if offered: specialist consultants might be able to tell you what additional skills, knowledge or experience you need to get into their area of recruitment.

With temping work, be reliable and professional, even though the postings are short term. An agency won't want to find you work if the way you behave damages their reputation with their clients.

Remember that agency staffs are not careers advisers or personnel officers; they are sales people: the agency receives a commission for each placement, usually a percentage of the placement fee. Although this ensures they are motivated to find you work, there can be a potential mismatch of interest. The better ones will consult you frequently and ensure you are only put forward for suitable jobs.