Life before PSL

Our example company sees recruitment agencies contacting both hiring managers and HR staff in an attempt to introduce their services. This scenario is ongoing throughout the year, regardless of whether these individuals are looking to either recruit or source new recruitment suppliers, and is one you are probably quite familiar with already...

The consultants continue to call in the hope of catching the right contact at the right time to "pitch" their services. This scenario is not the most efficient use of either parties' time, and there is little or no control over how and why a new agency is engaged to assist with the company's recruitment.

Introducing PSL

Having now implemented PSL, all relevant staff such as switchboard, HR and hiring managers have been instructed to divert all new enquiries to their web based application form.

As switchboard now have the ability to screen and redirect these enquiries, less calls reach the HR and hiring managers. Those calls that do reach these individuals are much shorter, as the agencies have the new policy quickly explained to them. This all results in fewer, shorter calls and less reason for the agencies to phone back again in the near future.

Working with PSL

Not all recruitment consultants take the 3-4 minutes needed to complete the form. As long as the form and process is correctly explained, many of them will. These agencies complete the form , confirming that they can operate to the company's commercial terms, and answering the client's specific questions regarding their recruitment experience.

In this example the HR department reviews the applications at a suitable time. Approved agencies are added to the company's PSL, which is accessible online for all hiring managers to use.