The evolving world of Recruitment… How to look after your own in business is critical.

The evolving world of Recruitment… How to look after your own in business is critical.

Candidate market, client market, candidate market, client market… repeated words over the years within recruitment as the tides turn from one to the other.

Peaks and troughs of available talent and opportunities to recruit for both candidates and clients.

Due to the pandemic and uncertainty caused, there has been a lot of talk of the shortage of candidates, whether that be active or passive candidates.?

Whilst many recruiters are not necessarily using the lack of candidates as an excuse, it’s also led me to look at the “recruitment market” given as a business we are looking to continue with our own internal growth projects.

As General Manager and over seeing a combined team of 11 Recruitment Consultants, I truly feel that whilst candidates are king, consultants are also king.

It has very rarely been mentioned about taking care of their own recruitment consultants as employee’s.

After all, if we don’t have the consultants, who’s going to do the recruiting???

We operate within the 4 P’s of Recruitment;

People:

The Who, so important to any business, the face of the business ultimately. Do you have the trust and reliability of your employees to develop candidate and client relationships whilst also growing their own networks and brand?

Place:

The Where, is your place of work inviting and warming, how is culture within the workplace.

We have found culture and environment are just as important even more so than experienced consultants, given, we all spend more time in the workplace than we do at home with our families and friends.

Product:

The What, as well as ensuring you have a safe place of work for the allowance of human error, we have also found it imperative to offer our consultants internal and external training. A sense of knowledge and experience goes a long way to offer varied ways of working ultimately ensuring the product, in our case the candidate, is treat with the upmost respect along with a true professional service provided to all.

Process:

The How – Like any project, there is a start, a middle and an end. The end date is mostly important to the client’s needs but also allows to ensure the relevant work is completed efficiently and on time.

So, back to my original point.

It’s clear to see that we have a shortage of candidates, passive and active however we are also at a shortage of recruitment consultants.

There are more and more job adverts posted on all of the relevant channels, now’s the time to not only look after those cherished candidates but also those who experience the highs and lows of recruitment, the consultants.

When sourcing or interviewing for your next hire, pay attention to the 4 P’s and instead of pigeonholing someone around your needs why not create an opportunity that fits your potential hires skill set, culture and previous experience.

Without consultants you will certainly be without the candidates...

If you would like to discuss further or ask any questions on the article feel free to get in touch with me.

T: 01482 235100 / E: [email protected] / W: www.reachresourcing.com