Why the Recruitment Model Needs to Change?

Nov 21, 2016 | Market Insights, Trend Based

As Recruiters adapted to the multi-listed job order business model, increasingly it resulted in dysfunction. Whilst the purpose of this model (employers listing the job to several agencies) was to accelerate hiring whilst widening the candidate pool available, what happened instead was agencies would compete through quantity over quality.

Given the time pressures and lack of commitment from clients, recruiters would struggle to be able to source the candidates who would be the right fit both in expertise and personality, resulting in sub standard applicants and the validity of the process being called into question. At the same time, due to the amount of instructions and lack of time, recruiters struggled to give good service to candidates as well.

Meanwhile the emergence of software tools and portals has enabled direct sourcing facilitating candidates to connect directly, heightening the pressure on agencies to deliver value. With this in mind, recruiters should consider using Client Intelligence tools to level the playing field.

Recruiters invest significant resources to win key accounts and be on PSLs where increasingly in-house teams will put jobs into the public domain prior to instructing agencies. For recruiters using client intelligence tools, they will be able to identify vacancies as they form at companies they have terms with, before they are officially notified.

Straight away this allows for a more selective approach. Recruiters can decide which jobs they can realistically fill, then proactively contact clients with suitable candidates who may not even be actively looking, increasing their chance of being the supplier to fill the role. Being up to date on all market activity will help with their positioning to candidates also.

Greg Savage, a thought leader in the Recruitment Industry, also suggests certain steps for improvement. He thinks that recruiters have to focus on the quality of hires by being more innovate with sourcing techniques and investing more time in searching for ‘passive candidates.’

He stresses that recruiters fail to access the majority of available candidates, due to working exclusively with active job-searchers who apply through job boards. What is more, Greg insists that recruiters have to get away from conventional sourcing tactics, and employ social media to their advantage.

For Recruiters that invest in developing their brand and networks amongst passive candidates, their opportunity is to become expert career advisors who exclusively represent a pool of highly skilled professionals, where when they put forward a candidate to a company, they can name their own terms.

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The data used in this article comes from and is owned by Vacancysoft LLP.

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