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Key takeaways
What should a recruitment agency never outsource? Client and candidate relationships, decisions on candidate suitability, compliance with the Conduct of Employment Agencies Regulations, right to work responsibility for workers you employ, and fee negotiations. Sourcing admin, CV formatting, interview scheduling, compliance document chasing, timesheets and temp payroll processing can move.
- Keep: client and candidate relationships and fees.
- Keep: suitability decisions and regulatory compliance.
- Outsource: sourcing admin, scheduling, documents and timesheets.
- Agencies employing temps carry right to work duties.
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Chat on WhatsApp →Why do these stay with the agency?
Because placements depend on trust and judgement, and the law places duties on the agency. The Conduct Regulations require agreed terms with work-seekers and hirers and checks on suitability. Where the agency employs temporary workers, right to work and pay responsibilities sit with it.
What should never leave an agency?
These are the agency's value and its legal duties.
- Client relationships and fee agreements.
- Candidate relationships and advice.
- Shortlist and suitability decisions.
- Compliance sign-off for placements.
- Right to work decisions for workers you employ.
What can an agency outsource?
Searching job boards to a brief, formatting CVs, scheduling interviews, chasing references and compliance documents, processing timesheets, preparing invoices and running temp payroll for approval. Consultants keep the conversations.
What does this look like in practice?
A pattern we see: consultants spend half their day on admin and chasing. With scheduling, documents and timesheets outsourced, they spend that time with clients and candidates, which is what fills roles.
Agency never-outsource checklist
- Keep relationships and fees with consultants.
- Keep suitability and compliance sign-off.
- Outsource scheduling and document chasing.
- Outsource timesheets and payroll processing.
- Approve temp payroll before payment.
Next step
Ask each consultant to log one day's tasks. Everything that is not talking to clients or candidates is a candidate to move.
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Chat on WhatsApp →Sources and further reading
- The Conduct of Employment Agencies and Employment Businesses Regulations 2003 · legislation.gov.uk
- Check a job applicant's right to work · GOV.UK
Frequently asked questions
What can a recruitment agency outsource?
Job board searching to a brief, CV formatting, interview scheduling, reference and compliance document chasing, timesheet processing, invoicing and temp payroll processing. Relationships, suitability decisions, fees and compliance sign-off should stay with the agency.
Are recruitment agencies responsible for right to work checks?
Where the agency employs temporary workers, it is the employer and must carry out right to work checks. For permanent placements, the hiring employer is responsible. Agencies can use outsourced teams to collect documents, but stay responsible for checks they must make.
What are the Conduct Regulations?
The Conduct of Employment Agencies and Employment Businesses Regulations 2003 set rules for UK recruitment businesses, including agreeing terms with work-seekers and hirers before providing services, checking suitability for roles and handling personal information properly.
Written by
Global Bridge Labs (GBL) is a UK–Sri Lanka partner for social media, websites and BPO. Everything here comes from client delivery, not theory.
