A Shift Towards Ethical and High-Value Recruitment?

Candidates are not products.

And the commoditisation of recruitment that began in the 1990s marked the beginning of the industry's decline IMO. This is where the agencies I refer to the "100 calls a day brigade" came in (introduced by the UK listed firms, recruiters are tasked with calling 100 people a day...the mantra being that there's a recipe and if you get them to do enough (say make 100 calls a day) you should get revenue results (note nothing mentioned about quality).

• Recruitment agencies throwing as many CVs at a client or opportunity in the hope that one sticks.
• Recruiters getting leads from their candidates so they could chase the role themselves.
• Recruiters shoe-horning candidates they knew weren't right for the role just to get a placement (and hard-selling to candidate sand clients).
• While at the other end other firms would work solely on behalf of their client's interests.

I remember my shock reading a study which revealed that candidates with traditionally 'white-sounding' names received 57.9% more interview callbacks than those with 'ethnic-sounding' names, despite identical qualifications, highlighting systemic biases in hiring practices.

A xenophobic version of "old-school-tie" network.

Moving to Adelaide as an immigrant was tough. There are barriers when you're not from here. You're not (at least initially) trusted - I guess it's human nature. Given that 25% of us aren't born in SA, though, it's a barrier that we do get over.

I didn't go to school here. I say that half in jest but I did have the luxury of having a (very) "white-sounding" name to go with quals, a work ethic and passion for my industry.

Thankfully, a new wave is changing the game

It’s true that the client pays the bills in what we do, but ethical recruitment demands more than just serving the employer’s interests. Recruiters have a duty to both employers and candidates, ensuring fairness, transparency, and integrity in every decision. Research indicates that organisations perceived as ethical are more attractive to potential employees, enhancing talent acquisition efforts.

Ethical recruitment is about balance.

Candidates are not just names on a list; they are stakeholders who deserve honesty, fair representation, and respect. The best recruiters understand that hiring decisions impact multiple parties...employers, employees, and even broader societal factors like diversity, inclusion, and ethical hiring practices. For instance, companies implementing robust diversity initiatives have seen up to a 58% increase in their ability to attract top talent.

The DUAL Responsibility of Recruiters

A truly ethical recruiter embraces both sides of the equation:

• To employers: Finding the best talent, ensuring cultural and competency alignment, and delivering a rigorous hiring process.
• To candidates: Providing transparency, fair opportunities, and career guidance without bias or compromise.

Equally, recruitment firms can’t just be passive participants...relying on job ads and acting as an HR extension won’t cut it anymore.

The firms that thrive are true specialists, with deep talent pools and a shortlist ready before they even take a brief. This proactive approach is supported by data indicating that companies with established talent pipelines experience a 25% reduction in time-to-hire.

That’s where real value is found.

The industry is evolving...for the better. Those who embrace this shift will lead the way IMO.