Are we exclusive?
This is a question that as recruiters we really should be asking more often and those recruiting should understand why it is in their best interests to say “Yes we are”.
Most of the complaints about the recruitment industry stem from the continued use of the multi-agency contingency recruitment model.
It’s outdated and I will tell you why
If I look back over my 20+ years in Recruitment, it is crazy to think that there has been minimal change in how employers choose to buy, and recruitment companies choose to sell, their recruitment services.
When I started, there was no LinkedIn, and the value of a Recruitment Company was all in their database.
It was common then to work on a multi-agency basis, as there was a chance that each agency would have access to different candidates and it could potentially help you create a well-rounded shortlist.
Fast forward to 2023 and the world has changed.
Recruitment companies can no longer dine out on the size of their database as LinkedIn has emerged as the biggest recruitment database and anyone can use it.
When you combine this with all of the online job boards and CV databases that agencies have access to, the ability for recruitment companies to be aware of unique candidates is all but over.
Identifying potential candidates has never been easier, however, the real skill of recruitment remains the same and that is the ability to attract and engage relevant candidates to your position.
This is what takes the time and ultimately what you should be paying us for.
If you want us to create quality advert copy, undertake well researched direct approach, and ensure candidates are treated with courtesy and respect, then you need to gift us the time to do so.
When you choose the multi-agency merry-go-round, you don’t allow this and move the focus away from quality to one of quantity of activity.
It’s about the speed of response, rather than the quality of the process and this often leads to poor levels of candidate experience.
When you work on an exclusive basis you can partner with an experienced Recruitment Specialist who will be able to write good quality advert copy that resonates strongly with your target audience.
They will be able to put together a clear recruitment timetable and will have the time to identify the best candidates for your vacancy and provide quality and well-rounded shortlists.
And if this is not enough, then it can also be a more cost-effective way of working.
The big recruitment companies will still trot out with their terms of business from 1999, however, most of the recruiters that you want to work with are likely to be now working for smaller niche consultancies.
These businesses are much more flexible and understand that when working exclusively their fill rates will increase significantly and so because of this they can offer more competitive terms to those clients that work with them on an exclusive basis.
I am one of these Recruiters, who understand the benefits of working exclusively and because of this, I am happy to offer favourable terms to reflect the shared commitment that we have together.
It’s better for you, it’s better for the candidates and it’s better for me.
Next time you need to hire into your HR team, then why don’t we all win together?
Tell us about your HR Vacancy.
[…] wrote this recently for The HR Guys blog and it raises an important […]