Who do you have 'on the books'?

In the world of recruitment, the question "Who do you have 'on the books'?" has been a constant presence throughout my career. While it remains relevant in some cases, its significance has been steadily diminishing, and it often depends on the ever-evolving job market and specialisation. Let's delve into the evolving landscape of recruitment and why having candidates "on the books" is becoming less of a priority.

During my tenure as a Temporary Business Support consultant, it was common to have a list of candidates at the ready. These were individuals who could step in to cover various roles, such as reception, temporary work due to sickness or maternity leave, or to tackle surges in workload. The list was extensive, as it should be in a market where temporary positions common. However, as I transitioned into specialising in the Accountancy & Finance market, the concept of having candidates "on the books" began to lose its relevance.

As an experienced consultant specialising in permanent positions, my focus shifted. Rather than relying on a pre-existing pool of candidates, I embarked on a journey to collaborate closely with my clients. This involved delving into the core of their business, gaining a deep understanding of the company's culture, specific role requirements, and the broader needs of the team and organisation. Armed with this knowledge, I set out to headhunt the perfect candidate.

While there might be instances where I've previously interviewed candidates who align perfectly with my client's needs, the majority of my time is dedicated to engaging with passive candidates and presenting them with well-matched opportunities. Thanks to my extensive experience in the Northwest job market, I might already have a candidate in mind, but just as I tailor my approach to each unique job position, I also customise my approach for each candidate. My goal is to create a seamless match between candidate and role.

In an ideal world, I'd be able to perform a quick search in a database and instantly find the perfect match for my client. But that's not the case, and frankly, it's not what being a consultant is about. A transactional approach, where CVs are simply thrown at a wall in the hopes that something sticks, isn't the path I choose. Building strong relationships and investing time is my way of working, and it's an art that I've perfected over the years.

Likewise, certain skill sets are notoriously difficult to find, even in cases where a quick turnaround is needed. In the world of Accountancy & Finance, this often applies to roles like Audit, Tax, Management Accounts, Finance Analysis and Credit Control. Headhunting is frequently required to identify the right talent for these positions.

In summary, recruitment is a nuanced art that demands time and the development of meaningful relationships. Rather than relying solely on a database of candidates "on the books," modern recruiters thrive by immersing themselves in the unique needs of their clients and candidates, forging connections, and working diligently to find that perfect match.

So next time you approach a recruiter, whether that’s to find a job or to help you fill a role – instead of asking who/what they have on their books – find out how they can help you, if you feel that they can properly represent you and most of all if you trust them!

If you would like to discuss how I can support you with your next search – just reach out!

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