There is an important condition for the use of agreements: buy-in for recruitment managers and executives. « THE SLAs won`t work if the relationship and respect aren`t there first, » Miller-Merrell said. « SLAs have value, even if they start the conversation with your recruitment managers. Think of it as a process improvement that serves both purposes. « Confused to know who is doing what and when can certainly slow down the hiring process and lead to involuntary duplication, » he said. « ALS leads to clarity and agreement on what needs to be done and who should do it. » coordination. « The cooperation process to create the ALS agreement itself is helping to improve relations between recruiters and recruitment managers, » Sullivan said. « The initial negotiation process also helps both parties understand the needs, expectations and problems of the other party. » Without this decisive buy-in, « HR and TA are seen as obstacles rather than partners, » says Caitlin Wilterdink, director of human resources acquisition at Paxos, a New York-based financial technology company and owner of Wilterdink Consulting. As a long-time advocate for the effectiveness of the SLA model, she introduced the concept to several companies and received positive and negative feedback. At Paxos, where SLAs are used both in terms of time and quality control, the reaction was initially mixed. During the implementation of the SLAs there, Wilterdink asked recruitment managers to take on additional recruitment tasks due to the lack of TA staff. Service level agreements can range from simple one-page agreements with general statements to detailed documents covering many aspects of the recruitment process.

Sullivan stated that the basis for an ALS can include in advance the definition of the objectives and business consequences of the process and the definition of each party`s role. SLAs are essentially informal contracts that help facilitate discussions and define expectations that focus on establishing a relationship between the recruitment manager and the recruiter. Both parties are committed to the recruitment process and, as part of the Level of Service Agreement, are committed to a commitment to meet certain deadlines and commitments, such as tracking candidates, date of hearing, communication with the recruitment officer/manager, and the provision and receipt of returns of candidates. « Service level agreements have proven to be one of the most effective ways to improve recruitment outcomes, increase recruitment consistency, and strengthen relationships between recruiters and hiring managers, » says John Sullivan, head of information and management at San Francisco State University. « If you want to improve your recruitment quality, reduce job loss days and improve compliance with the process, it`s only worth getting shelter managers who are more focused on recruitment.