The incredible shift in the dynamics of the recruitment sector since 2008 has seen many companies re-examine the way they hire. Reports suggest that volumes in permanent hires have fallen whereas temporary recruits have increased. The rise of social media, and LinkedIn in particular, has not only changed how recruitment consultants source applicants but also the way in which candidates themselves build their networks in order to find opportunities. In a competitive environment how should a recruitment agency look to the future?
Thoroughly Identify Client Needs
Invariably the successful recruitment agencies will be those that are most able to understand the detailed needs of their clients, and deliver real value through their services.
In a sector which in the past has often been subjected to short sighted recruitment practice, where high volume and quick turnaround characterised many campaigns, clients are now looking at more sustainable measures.
The Rise of the Network
From a candidate perspective the value of the ‘network’ has never been more important. The ability to keep in touch with influential people throughout our career using social media, means that we are able to develop relationships with the companies we want to work with long before becoming employees. Many forward thinking organisations know who such people are as part of their talent acquisition strategy.
However, knowing your potential hires and achieving the best fit for a role are two different things. In order to ensure that candidates placed deliver the best fit, recruitment consultants can provide value through superior knowledge of the processes involved. At the very least a deeper understanding of the following four could help to provide real value:
1) Company Strategy
A thorough understanding of the company’s strategy will enable you to understand further candidate requirements. Evidence of this strategy will form the basis of your decision making.
2) Competency Frameworks
As well as understanding the competencies required in the role a strong framework will also identify the development needs of the potential employee and match these to the organisation. Such detailed understanding of the vacancy and the company will help to ensure new hires remain in post for longer.
3) Behaviours and Skills
In order to drive success in an organisational context a knowledge of the behaviours and skills required in this, and future, roles within the company is integral to providing a thorough service.
4) Cultures and Subcultures
Role tenure often comes down to the candidates’ ability to integrate into the established cultural norms of a company and department. An understanding of these from the point of view of the recruitment consultant will help to ensure that value is attained.
The use of evidence removes any bias in order to find the best person for the job. Despite the ongoing changes in the dynamics of the sector, and recruitment processes in general, the challenge of finding the most suitable candidate for the role is never going to be an exact science. Recruiters can however improve their ability and reputation by ensuring that the vast majority of candidates provide the correct fit. The use of evidence to help form these integral decisions will set you apart.