WHY RECRUITERS SHOULD REVERSE THE RECRUITMENT MODEL

WHY RECRUITERS SHOULD REVERSE THE RECRUITMENT MODEL

Written By Lysha Holmes

WHY I THINK (PERM) RECRUITERS SHOULD REVERSE THE RECRUITMENT MODEL

GENESIS

Ever since the beginning of time, recruitment has followed a process quite simplistically summarised as:

Win client

Take job on

Map the market and then:

Search candidate database

Advertise

Headhunt

Arrange suitable interviews and so on…..

ME MYSELF & I

I worked like this myself in my first two recruitment roles- placing perm engineers into automotive and process led sectors- in fact, I headhunted over 50% of my candidates to fulfil the clients brief. My second role was setting up a cold desk into advertising sectors and again, this was headhunting and networking the best “suits and creatives” I could find for my clients. It worked well and in both roles, I was “top biller” due to my proactive prowess and ability to network well- also gaining 70% of my placements through referrals.

SHOES OR BOOT ON THE OTHER FOOT

However, once I had journeyed into the heady heights of R2R (by accident!) in 2002, I realised there was a better way of running my desk- by actually governing my desk from the candidates needs and requirements rather than simply focusing in on “filling a job spec”

And in fact, when I set up my own R2R business in 2005, this was my mission - “to find the best recruiters their next best career move” remains the unique proposition in the market.

WIN WIN WIN!!!

Why aren’t more perm recruiters running their desks in the same way? What are the advantages of running your desk this way for both parties and subsequently will make the recruitment consultant benefit ultimately too?

CANDIDATES/JOB SEEKERS

Focusing the career search on your current skills and motivators

Discretion and confidentiality for your anonymity

Only meeting potential employers which match your criteria

If you are time poor, saving your time only meeting companies that YOU want to meet

CLIENTS

Having a brand ambassador in your market - the recruiter you have engaged will let you know about the passive candidates they are meeting/speaking

Only meeting candidates who actually WANT to be sat in front of you

Time poor decision makers only meet those where there is a good time for both

RECRUITER

In a congested market, you will get better fees if you are adding true value to your paying client portfolio! So instead of scrapping around filling jobs at 10% alongside all of your competitors with 10% of placing them- you increase your chances by engaging the top talent in your market and charging clients a higher rate for introducing them exclusively

TIMES ARE A-CHANGING

As most growth markets become talent short, the truth is that any savvy recruiter will become candidate focused in their mindset; this does not mean a compromise on the needs of the client- far from it.

I sometimes wonder how this model isn’t more commonplace particularly amongst the recruitment community which is already championing the employer branding and candidate journey.

CUSTOMER EXPERIENCE

Remember, good recruiters will ensure that everyone is regarded as their customer- regardless of their badge (think how many times a hiring client has proverbially shut the door and said: “can you help me in my career too?”

What do you think? Could this work in all perm markets? What would be the disadvantages to you?

I AM AN EXCEPTIONAL RECRUITER

I AM AN EXCEPTIONAL RECRUITER

THE WAR FOR TALENT

THE WAR FOR TALENT