FREE 10+ Recruiting Service Level Agreement Samples in MS Word | PDF

Service-level agreements, or SLAs, are simple formal written agreements between recruiters and hiring managers that describe each party’s expectations and responsibilities in the recruitment and hiring process. This is the way to hire more quickly and get more approvals from your best candidates. Take a look at the service level agreement templates for recruitment agencies provided below and choose the one that best suits your needs.

10+ Recruitment Services Agreement Samples

Recruitment service-level agreements (SLAs for short) can be a useful tool for hiring teams who want to speed up the process of hiring people. SLAs can help you get more candidate feedback faster, keep your pipeline full of candidates, and increase the number of candidates who close. In the formal sense, service-level agreements (SLAs) are written standards created by the recruiting function and hiring managers to spell out the parties’ expectations and responsibilities in a mutually agreed-upon manner.

1. Recruiting Service Level Agreement Template

2. Teacher Recruiting Service Level Agreement

3. Sample Recruiting Service Level Agreement

4. Recruiting Membership Service Level Agreement

5. Recruiting and Selection Service Level Agreement

6. Employee Recruiting Service Level Agreement

7. Service Level Agreement to hold Recruiters

8. Marketing Recruiting Service Level Agreement

9. Recruiting Strategic Service Level Agreement

10. Temporary Recruitment Service Level Agreement

11. Printable Recruiting Service Level Agreement

Service Level Agreements to Implement with Hiring Managers

1. Interview feedback – When you’re getting feedback from an interview, it’s a great time to use SLA. The interview process is slowed down and interviewers forget important details of their conversation with candidates if they wait too long to return feedback. We saw that the benchmark should be no more than 48 hours or less after looking at a small sample of successful Level customers.
2. Scheduling interviews – It’s enough to make anyone irritated to figure out how to schedule an interview. The availability of both the interviewers and the candidates is constantly changing. There are a lot of moving parts, and in order to find a mutually convenient time, you’ll need the stars to align perfectly. Because your hiring manager needed the position filled yesterday, and you don’t want to lose your candidates to a competitive offer, the sooner you can fill it.
3. Interview calibration – When they switched their ATS to Lever, it sent a strong message to all stakeholders involved in hiring that time is important, and that setting expectations with hiring managers, recruiting coordinators, and onboarding specialists improved their hiring.

Tips for Making SLAs Work

• Instructions on how to fill out interview scorecards for hiring managers are provided.
• Provide recruiting software that makes it easier to fill out scorecards and keep track of manager participation.
• You can use Google Docs if you don’t have access to this type of technology, she said.
• When it comes to enforcement, be flexible.
• If at all possible, pair managers with recruiters. A hiring manager will work side by side with a recruiter when
• I’ve got a full-time team, according to Wilterdink. Before posting a job, a manager must first understand the market we’re looking for, and then we spend our time fitting the actual business need.”

FAQs

If you want to see more samples and formats, check out some recruiting service level agreement samples and templates provided in the article for your reference.