“How can recruiters find candidates that the corporates can’t find themselves?”
That tweet caught my eye yesterday. I think it emanated from a TruAmsterdam chat, I don’t know who said it or the context but it stood out and really got me thinking…Why ask that now??
Why haven’t recruiters been asking this kind of question for years?
Surely that’s what recruiters should always do…find talent that clients can’t find for themselves.
The flipside of this would be to say that recruiters are too used to offering clients a route to market that the client could use themselves. Which is of course mainly true.
Job board advertising, CV databases…all very well, but why?? Surely a client has always been able to utilise those for themselves?
Unfortunately it’s been too easy for too long for most 3rd party recruiters…take a brief, advertise the role, wait for response, blow the dust off a few database CVs…and charge a fee.
Money for old rope? Harsh, but looking at it from a client’s viewpoint you may ask where the value is.
Having said that, clients themselves have often been complicit in allowing this to happen, but the times they are a-changing…
Clients are doing it for themselves
Recruiters are now trying to use LinkedIn more, but guess what…they’ve missed the boat! Clients are already starting to use it…and LinkedIn themselves are offering functionality and capabilities that are ONLY for the corporate market. A corporate recruiter will now probably be able to find a much stronger shortlist than a third party using LinkedIn.
Barely a day passes without another blog or article criticising the attitudes and behaviours of 3rd party recruiters, and you can’t deny that we often give them an easy target.
In the last couple of days we’ve had ’12 Lies Recruiters Like to Tell’ by Christine Livingston and ‘I Strongly Dislike Recruiters’ by Veronica Ludwig. There was also had a long piece in Recruiter Magazine which further drove a wedge between agency and in-house recruiters, painting them as two tribes with different views, attitudes, aims and rewards. My colleague Andy Young responded to that with the excellent ‘It’s not WHERE you work, it’s HOW’
We seem to be here on a weekly basis. I wrote recently about the sales model and how it was responsible for so many of the behaviours that annoy clients and candidates and had the usual range of responses from believers and deniers.
In reality there seems to be a real ‘if it ain’t broke don’t fix it’ attitude and unfortunately the measure of ‘broke’ isn’t customer satisfaction but bank balances.
The belief seems that it makes money, and if it makes money it must be right. New offerings, which are invariably old offerings with new price models, are aimed at cost and speed, not really with providing a better or different experience or building long term relationships.
There seems little appetite for re-invention. We hear talk of communities, talent pools & puddles, social sourcing, but ultimately most 3rd party recruiters are remunerated and incentivised to place as many people as possible, whilst their employers look for the cheapest, quickest routes to market.
So what are we really doing that’s different?
What do most 3rd party recruiters offer clients that they couldn’t do for themselves?
How are we adding VALUE?
Let me know your thoughts.
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