Insights — Sales & Commercial Recruitment — 3 min read
What Does a Recruitment Agency Actually Do for Its Fee?
Good recruitment is a lot more than forwarding CVs. Here is every stage of the work you should expect in return for a recruitment fee.
In short
A good recruitment agency should understand your business and the role, advise on salary and the candidate market, write or improve the job description and advert, actively source and approach candidates, screen and qualify them, present a focused shortlist, coordinate interviews and feedback, support the offer, and provide replacement support if a hire leaves early. If an agency only advertises and forwards CVs, you are paying for far less.
Many employers have had the experience of paying a sizeable fee for what felt like a handful of emailed CVs. That is not what recruitment should be.
This guide sets out what a good recruitment agency or partner should do at each stage, so you can judge whether a fee is buying real work.
The recruitment process, stage by stage
1. Role briefing
Understanding the business, the team, the objectives of the role and the kind of person who will succeed in it.
2. Market advice
Realistic guidance on salary, candidate availability and what competitors are offering, so the role is positioned to attract the right people.
3. Job description and advertising
Rewriting a vague job description into a clear one, and creating advertising copy that sells the opportunity credibly.
4. Candidate sourcing
Searching databases and professional networks for people who match — not just waiting for applications to arrive.
5. Direct outreach
Approaching passive candidates who are not looking but could be persuaded by the right opportunity.
6. Screening and qualification
Reviewing applications against the agreed requirements, speaking to candidates, checking motivation, salary expectations and availability.
7. Shortlisting
Presenting a small number of genuinely suitable candidates, with context on each, rather than a pile of loosely relevant CVs.
8. Interview coordination and candidate management
Scheduling, preparing candidates, keeping them engaged and relaying feedback both ways.
9. Offer support
Helping to pitch the offer, manage counter-offers and keep the candidate committed through notice.
10. Replacement support
A defined arrangement if a placed candidate leaves within an early period.
Red flags that you are paying for less
- CVs arrive within hours of briefing, with no evidence of screening
- Candidates have not been spoken to before being presented
- No salary or market advice
- Nobody manages feedback or keeps candidates warm
- Replacement terms are vague or missing
How Evans Recruitment Partner covers this process
Evans Recruitment Partner includes each relevant stage for one active vacancy at a time: vacancy briefing, role scoping, salary and market guidance, job description review, advert creation, candidate sourcing, direct outreach where appropriate, screening, qualification, shortlisting, candidate presentation, interview coordination, feedback, offer support and replacement support — for £199 + VAT per month plus 5% when Evans places a candidate, on a 12-month agreement.
What it does not include is executive search, board appointments, confidential senior searches or temporary staffing. Senior and strategically critical roles are handled through Evans Executive Recruitment, where market mapping and confidential headhunting form part of the assignment.
Conclusion
A recruitment fee should buy a process, not a transaction. Ask any provider to show you how they will handle each stage above. For the fee side of the question, read how much UK recruitment agencies charge, and if you are considering an ongoing arrangement see how recruitment as a service works.
Recruitment without the traditional agency fee shock.
Evans Recruitment Partner gives growing UK businesses ongoing permanent recruitment support for £199 + VAT per month, with a 5% success fee when Evans places a candidate. One active vacancy at a time, on a 12-month agreement.
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