The Importance of Relationship-Centric Recruitment

With 6 months’ exposure to the recruitment sector, I can already see that the days of the transactional recruiter are numbered. Recruitment is about so much more than simply filling a vacancy with any candidate; you have a responsibility to source quality industry professionals that match what the client is looking for. And what is the best approach? Relationship-centric recruitment.?

Looking at the traditional transactional approach, they are often short-lived because the focus is on finding placements quickly and simply suiting the here and now. However, since joining Varnom Ross, I’ve witnessed the benefits of building relationships and establishing long term partnerships with both clients and candidates. Relationship-centric recruitment has the foundations for meaningful and sustained success.?

Before I focus on finding a vacancy for my clients, I make it my mission to understand the people/team, business and culture first. My goal isn’t just to fill roles, but to make sure every match I make is successful both today and in the long term, generating real value for the business.?

Where Transactional Recruitment Falls Short?

Prioritising speed over substance, transactional recruitment focuses on matching candidates to job descriptions as quickly as possible. This can work in the short term, but it’s not the right way to go about recruitment for sustainable results. Filling vacancies this way can lead to mismatched hires, poor staff retention rates and, above all, wasted resources.?

A candidate may look “perfect” on paper, but if you’re not taking a holistic approach to hiring as a recruiter, you miss out on considering their values and how they may or may not align with the company’s culture.??

Similarly, it can happen if you place a candidate into a role that doesn’t match their career aspirations. Your client will simply receive a candidate who’s not engaged, frustrated and will ultimately end up leaving, costing a business more in the longer term as you’ll have to start the hiring and training process all over again.?

I’ve found that recruitment should be viewed more like a journey. It’s the start of an opportunity where both businesses and people grow together. If you take this approach, you’ll start to consider all aspects of the recruitment process and be on your way to building long term relationships.??

The Power of Long-Term Relationships?

As a more proactive approach, relationship-centric recruitment is different. Not every conversation should be about hiring another candidate. Sometimes you just have to listen or ask the right questions. By establishing strong connections that extend beyond a company’s immediate needs, you’re more likely to be looked at more favourably.?

This is why I spent my first few months at Varnom Ross focusing on conversations rather than vacancies. I’ve been discovering the challenges our clients face as well as what their aspirations are moving into 2025.?

Creating a foundation for future collaboration has enabled me to act as a true partner to our clients. Even when they don’t have open roles, reaching out to learn about their team dynamics and long term vision gives me the insight to offer guidance aligning with their goals. I don’t offer quick fixes because everyone understands that isn’t sustainable for growth.?

A big part of this is to view candidates as the credible individuals they are, instead of a single CV in a sea of hundreds. Everyone has their own motivations, aspirations and values, and knowing I can confidently represent them when the right opportunity arises is part of the challenge. Even if I’m not representing them right now, maintaining good relationships with candidates keeps us in each other's networks for future possibilities.?

Offering Better Outcomes?

Why is prioritising relationships better than prioritising transactions? At the very least, for three good reasons.?

• Retention. Placing the right candidates in roles that are aligned with their skills and values means they’re more likely to stay, reducing costly turnover for businesses.?

• Productivity. A great matching candidate drives engagement and performance, which benefits the entire team.?

• Trust. Both candidates and clients know they’re working with a recruiter who genuinely understands their needs and goals. They gain confidence in the process and long term loyalty is established.?

Recruitment as a Partnership?

Since transitioning from a sales role into recruitment, I’ve also found a few similarities. You can’t expect to secure a sale without having first established trust or a connection with whoever you’re selling to. Likewise, with recruitment, you can’t expect to fill a role with any candidate if you aren’t going to put the time in to build partnerships.?

By investing time upfront to understand people and businesses, we create a network of trust that grows stronger with each interaction. This is why I’ve fully embraced the Varnom Ross philosophy,? because it moves away from the impersonal, short term view of transactional recruitment.?

Specialising in property professionals within private and public sectors, Varnom Ross operates in an industry that thrives on relationships. The key to our success – if you haven’t guessed already – is understanding what drives each client and candidate. Not just today, but into the future as well.?

As I continue to grow my network, I’m committed to this relationship-first approach. Whether you’re actively hiring, planning for the future or simply looking to share insights about your industry, I’d love to connect.?

I’m a firm believer that the best time to start building a relationship is before the need arises. Let’s start that conversation today, and when the right opportunity comes along, we’ll already have a foundation of trust to build on.?