When it comes to recruitment, do you have the cover you need?

It is a tale as old as time: a company needs to fill job roles, so they engage a number of recruiters to find them suitable candidates. Generalist recruiters work for no fee up-front, with the successful one out of the pack receiving a reward for helping fill the role. On the other side of this equation are the unsuccessful recruiters, who receive nothing but have also given considerable effort to the search.

The big question is: how can the company that needs candidates expect a first-class service when they are not paying for it? Generalist recruiters are stuck between a rock and a hard place. If they dedicate all of their time and yet receive no reward, how can they make ends meet? They will do what anyone else would do, which is work out the odds of how likely they are to succeed and measure that against how much energy or time they are willing to expend. Anyone in that position would play the odds too but what does it mean for the company hiring? In extreme cases the recruiter will just disappear, onto the next thing. The client does not get exclusivity because they do not give exclusivity. Who is really winning here or is anyone winning at all?

Generalists who are starting out can’t leverage experience, just time, and oftentimes that time is split between multiple clients because there is no other way to survive. How long can that go on for?

The generalist recruiters will take on all the work going and promise a lot of success, but that way of working can become a vicious circle, always chasing the next sure thing. This type of contingent work is very common but there is starting to be a movement away from it toward engaged searches.

Exclusive partnership recruiters work collaboratively with the business looking to hire, because they are in a position to leverage their expertise and can demand a staggered fee agreement.

The more specialised the recruiter, the rarer they are, and the better they are at finding the candidates who are not on the open job market. One of the problems with recruiters who are unable to dedicate enough time to the search for candidates is that they do not deep-dive for the hidden gems. They must present the candidates who are currently, openly applying for similar roles, but those prospects are being touted by everyone, and the more in-demand they are, the more feverish the pursuit. Many of the interested companies will likely be disappointed when the object of their affections is snapped up by a rival.

Data, AI, Machine Learning and Cloud Analytics are now candidate-driven and without someone who can track down candidates who fit the roles, firms will be constantly frustrated and disappointed in their quest to fill these specialist roles.

The idea of engaging multiple recruiters is to mitigate risk. But wouldn’t it just be easier to engage one recruiter who is knowledgeable and suitably incentivised to deliver?

Is the cost saving, if there even is one, worth the grief? With generalists, as hard as they try, they will not have the experience of a specialist. On top of that, they are unlikely to give feedback, as they will not feel in a stable enough position to do so. That stability is important as, with an exclusive specialist, the needs of the business are more likely to be understood, and they are far more likely to be involved at different stages, rather than washing their hands of the business until the results of the interviews are known.

It seems that people are only working in the old way because people have always worked in that way. No viable alternative has been proposed and accepted, until now. If you were offered a stark choice between someone desperately trying to fill a job role or someone who will genuinely collaborate and help you create a plan, as well as accessing expertly-targeted prospects, which would you choose?

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.