Outsourcing recruitment and staff supply is a common practice in the public sector, with numerous opportunities available. However, competition is fierce, and smaller agencies can find it challenging to secure tenders. Nevertheless, SMEs can still succeed if they offer a superior service compared to their competitors. Our objective is to assist you in demonstrating your value to potential buyers.

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1. Choose the right recruitment tender:
   
   To choose the right recruitment tender, it is essential to read through the tender specifications thoroughly. This allows you to understand precisely what is being asked for and what you are committing to under contract. You need to consider if you have the capacity and capability to deliver what is being asked for, as well as whether the tender fits with your business strategy and objectives.
    

2. Ensure your recruitment systems and processes are properly documented:
   
   Public sector authorities are risk-averse organisations that require very thorough and detailed explanations with evidence of precisely how you will deliver the contract. By documenting your recruitment systems and processes, you demonstrate that you have the experience, expertise, and resources to meet the requirements of the contract. You should also highlight any quality certifications or standards that your organisation adheres to.
    

3. Collect strong evidence of your previous experience:
   
   Public sector authorities are committed to ensuring quality and value for the end user, i.e. the public. Providing good evidence and case histories of what you have done for other customers is crucial. This includes evidence of your ability to deliver the same or similar services to those required in the tender, as well as any positive feedback or recognition you have received from previous customers. You can also provide references from previous customers to further support your case.
    

4. Provide a clear plan for delivering the solution:
   
   Nearly always, you will need to provide a plan of how you intend to fulfil the contract. This plan should be detailed and include specific timelines, milestones, and deliverables. It should outline how you will handle the volume of staff required and how you will meet ongoing demand. Your plan should be realistic, achievable, and demonstrate how you will deliver the required quality and value.
    

5. Have robust compliance and safeguarding processes:
   
   Compliance and safeguarding processes are critical to ensuring that you deliver the required quality and value. You need to clearly detail your governance and compliance processes, including what policies you have in place and how you carry them out. This includes safeguarding policies, data protection policies, and any other relevant policies that ensure the safety and well-being of staff and end-users.
    

6. Give extra value for money:
   
   Public sector tenders are awarded based on ‘best value for money,’ defined as MEAT (Most Economically Advantageous Tender). In addition to delivering the right staff, you need to showcase how your recruitment services save customers time and money. This could include providing evidence of cost savings achieved through efficient processes, or additional value-added services that you can provide at no extra cost. Providing a detailed breakdown of your pricing structure can also help to demonstrate your commitment to providing value for money.

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