It’s just as crucial to keep an eye on your small recruitment agency as to develop one. Here are a few major reasons why you should monitor recruitment agencies and how to go about it.
70% of firms hire remote workers mainly to expand their talent pool rather than cut costs.
A remote recruiting agency is an agency that specializes in placing remote employees. It employs full-time, permanent remote workers.
A small recruitment agency’s recruitment procedure is decentralized. The talent pool encompasses the entire globe and is not limited to a single region.
Monitoring the recruitment agency is essential because 29% of workers admit to having left a job within the first 90 days.
What is a Remote Recruitment Agency?
A remote employment firm can screen for specific talents and experience in time-efficient regions. So there’s a lot more to it than that! The following are the primary features of a small recruitment agency:
1. Talent Pool
Your skill pool expands dramatically when you hire through a small recruitment agency. On the other hand, a remote one is likely to have a more comprehensive selection of options. As a result, you’ll find not only someone suitable but also some exceptional people.
2. Contented Employees
Everyone wishes to work from home. Statistics showed that remote work was on the rise even before the pandemic. However, now that most employees have experienced what it’s like to work under flexible terms, they’re not returning. Offering a remote option is the best method to hire a happy and engaged employee.
3. Conserve Funds
The expenditures of acquiring employees through a small recruitment firm are less costly.
A developer’s compensation in California, for example, is not the same as a developer’s income in Eastern Europe. And the best thing is that you pay a fair wage without sacrificing quality because they are also competent.
4. Productive Employees
Did you realize that remote workers are more productive than on-site workers?
According to a survey by Mercer, an HR and workplace benefits consulting firm, 94% of 800 employers reported productivity was the same as before the outbreak, if not higher.
Because they avoid the commute, construct their workflow, work at their own pace, are less likely to take sick days, and are less distracted than those who work in an office, remote employees are more productive.
5. Expedited Hiring
Remote workers, particularly those with extensive expertise, are accustomed to working in a virtual setting. They are familiar with the tools and can swiftly adjust, making the hiring process go smoothly.
When doing remote hiring, you will communicate with candidates using video chat rather than face-to-face interviews. Because remote recruitment agencies have all of the experience, the process is faster and more effective.
How Can You Monitor the Agency Effectively?
Understanding how to monitor is far more crucial than comprehending why the agency should be monitored. Here are five suggestions for implementing a successful program at your workplace.
1. Be Open & Honest About Surveillance Policies
Employee dissatisfaction is guaranteed if you monitor your agency without their consent.
By being open and honest about your surveillance rules, you may avoid any negative feelings arising from your monitoring program and promote mutual trust and honesty between you and your agency.
One such instance is that of an eCommerce software called Shift4Shop. They tell their employees how and why they’re watching their activities at work, what they can expect in the future, and what they can do to help them achieve their objectives.
2. Make a Presentation about Agency Monitoring
This will be awkward, but you’ll need to sell your staff on the new workplace regulations to prevent a loss in team morale and show them that you’re on their side. You can use presentation software to make this task easier on your end.
Lead with how employee monitoring will benefit the company and, more crucially, how it will benefit your employees’ life at work.
Work with a commercial security camera installer and other similar professionals to choose appropriate equipment for your needs. Then introduce the tools you wish to use and create a few options for your staff to vote on whether or not to use them.
This makes it feel more like a collaborative, democratic decision rather than a top-down dictatorial decision.
Instead of needing to impose employee buy-in, your employee monitoring program will be more successful if you get buy-in from the start.
3. Formalize Your Monitoring Policy
After you’ve sold the monitoring program, give your staff a formal policy detailing every facet of it and have them sign it.
Keep the following suggestions in mind while you develop the policy:
- Write it in straightforward English, free of jargon and ambiguous phrases.
- Describe the monitoring system you’re employing, how the data collected will be used, and how long the data will be kept.
- Make it evident that you have an open-door policy.
- Include any legal provisions that are required.
4. Keep Your Policies In Place
Examine the reports your program generates and any other relevant business reports after you’ve been watching the agency for two weeks or a month.
Has the conduct of your agency changed much since you adopted the program?
Take immediate action if there are any possible problems, such as negative or criminal behavior in individual personnel.
If concrete benefits are beginning to emerge, make them known to all employees and utilize them to demonstrate the effectiveness of agency monitoring.
5. Request Feedback
Requesting input from your staff will make them feel a lot more at ease with the new adjustments you’re implementing, and it may also help you enhance the program.
Posting questions and soliciting input on your company’s intranet is probably the simplest way to get feedback from your agency.
Ask similar questions to these:
- What aspects of the program do you enjoy and dislike?
- Is this program beneficial to the team as a whole? Why do you think that is?
- What would you change about the program?
The answers to these questions will provide you with significant insight into their genuine feelings as well as suggestions for improving employee monitoring.
3 Reasons to Monitor Your Remote Recruitment Agency
The most important reason for employee monitoring is that employees are prone to abusing business time. According to Privacy Policies:
- 64% of your employees use company time and the internet for personal purposes.
- 25% of corporate internet usage is classified as not linked to work.
- Employees are responsible for 48% of the worst security breaches at large corporations.
According to a survey by Privacy Policies, nearly 78% of employers prefer to monitor their employees.
While privacy is clearly a problem, the effects of employee monitoring are difficult to refute.
Here are certain reasons to monitor your remote recruitment agency:
1. Enhanced Safety
IT security, legal security, and employee security are all examples of security in a wide sense.
When it comes to phishing, business email compromise, and ransomware protection, the best course of action is to prevent the agency from engaging in any harmful behavior, which may entail monitoring their activities. Companies should consider using a DKIM generator to ensure the email content is safe and avoid any phishing attacks possible.
You must also protect your firm from lawsuits coming from employees accessing unauthorized websites and programs or engaging in any other illegal activity using a corporate property.
Finally, we must safeguard employees from cyber harassment, sexual harassment, and bullying, all of which can occur online and be prevented if monitored.
2. Less Time Wasted
According to a new survey by Workfront, employees in the United States spend only 39% of their time on primary duties, down from 45% just a few years ago.
59% of employees indicated that inefficient meetings obstruct their workflow, while 43% blamed their lack of productivity on excessive emails.
In the study, one out of every four office workers requested uninterrupted work time in order to boost their productivity.
You may better spot distractions and encourage a more productive atmosphere by passively monitoring employees’ behavior and deploying recruitment software.
3. Identification of High-Performing and Low-Performing Employees
To combat employee theft, a Dallas restaurant implemented software tracking every waiter, ticket, and dish.
A promotion for a man named Jim Sullivan was an unintended consequence of employee monitoring. When the restaurant built a new location, he was offered a management job because he had shown to be an excellent waiter.
Employee monitoring technology made this possible.
Of course, the polar opposite of Jim Sullivan’s promotion is possible.
If you notice employees who are continually underperforming, you can assist them in determining the source of their poor performance, or you can fire them.
In Final Words
Employee monitoring has several benefits for both businesses and employees.
However, without some form of employee monitoring in today’s high-tech workplace, businesses may face considerable costs ranging from employee misuse of technology to lower productivity.
One can wonder if staff monitoring is the most effective management strategy. If this is the case, it may be time to try some new management techniques, as employee management is contentious and likely to stay that way.
Based out of Bloomington, Indiana, Eli Franklin completed her MBA at Kelley School Of Business. After a brief stint as a Recruiter at Wipro, she has since then been working as a Recruitment Specialist with Recruit CRM. She is regularly creating specialized content for recruiters and helping Recruit CRM hire aggressively. This is her LinkedIn.