Why the Recruitment Model Needs to Change?
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
Recruiters invest significant resources to win key accounts and
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
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.