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Picture of Verfasst von Majella Grawatsch

Verfasst von Majella Grawatsch

Will Recruitment Agencies Exist In 10 Years?

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We have merged with Radancy, the global leader in talent technology. Learn more


1. Recruitment agencies are fast, but low-quality

Here’s how it works: Employers or recruiters hire a recruiting agency and send out their vacant positions. Meaning that the agency does not really know any details about the job besides the ones mentioned in the description. And of course, they don’t know a thing about the company culture or the team. But still they do their best to attract as many candidates as possible. They publish vacancies on job boards, career sites or create advertisements. They place quantity over quality. Which results in very impersonal, en masse applications.

Granted. They generate a lot of applications to help you fill your vacancies very fast. However, the problem is that neither the applicant nor the team feel appreciated. The candidate feels treated like a number instead of a human being. And the team gets affronted by a random colleague suddenly joining the office they don’t know anything about. Also, sometimes recruitment agencies change a candidate’s CV into their own design, which is another factor that prevents you from really getting to know the person that applies for your job.


2. What candidates really want

Studies reveal that candidates seek for more information about the company, the team and the culture before applying for a job. They feel more confident applying for a position after hearing internal and personal stories coming from employees or employers of a company.

  • 90% of job seekers find the employer’s viewpoint helpful when learning about jobs and companies
  • 67% of employers believe that the retention rate would increase if candidates had a clearer picture of what to expect when working at the company before taking the job
  • 83% of customers and job seekers trust content provided by friends or family, the most
  • 93% want to work for a company that cares about them on a personal basis and does not only value their professional skills

Given the fact that recruitment agencies only provide basic key facts that do not include further details about the culture or the team when publishing a job, they are not appealing to the candidates’ needs.

3. This is why recruitment agencies will fail

Handing recruiting to someone who knows your team’s requirements even less than your internal recruiter or HR Manager, will negatively affect the onboarding process for new employees, and the coworking in general. An external agency will have the most difficulties in defining personal and cultural qualifications for candidates to fit in a certain department and merge with the team’s architecture. A recruitment agency might hire someone who perfectly fits your company in a professional manner, but might lack cultural fit. Remember that cultural fit, followed by efficient teamwork, is crucial to your sustainable success and profit.

4. How recruitment agencies can adapt to trends

Referral Programs are not just made for internal recruiters, they also help external agencies. Employee referral programs allow recruitment agencies to invite all their clients including their employees to join the process. This way they can accelerate and improve hiring processes for each client. All users can refer candidates and evaluate them regarding personal fit. After the feedback, the recruitment agencies decides who is also suited jobwise according to their CV. It’s a perfect combination of human relationships and efficiency.

Change your recruiting and start with Firstbird’s employee referral program.

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