BY: Ron Proul, CEO
This hot, candidate-driven market reminds me of the bubbles of 1989, 2001 and 2007. And just like with those markets, many companies are understandably employing strategies that reduce outside fees. However, many of these strategies end up backfiring, rather than accomplishing the goal of attracting the very best talent.
In Century Group’s new series, CG Recruitment Trends, we’re going to take a look at some of the strategies that we’re seeing clients utilize in order to save on costs. As we demonstrate, it plays out like the classic scenario of saving on costs upfront, simply to pay more later. This week’s installment will take a look at how companies try to save on costs by investing in internal talent acquisition teams … and how this does not yield the returns that companies often hope for.
CG Recruitment Trend of the Week: Investing in Internal Talent Acquisition
In contrast to utilizing a recruitment firm, developing an internal talent acquisition team takes time, is costly and requires talent itself — a Catch 22. Still, many companies choose to make this investment. But the volume of placements an individual or even a few individuals can handle has its limits, and it can become difficult for one person to specialize or develop a truly robust list of candidates. In contrast to internal talent acquisition teams who work with a limited pool of candidates, recruitment firms develop lengthy, up-to-the-minute lists of top-tier talent.
Recruiters Can Access Top-Tier Talent, Fast
As we outline in A Recruiter’s Guide to Finding Your Next Great Hire, recruitment and staffing firms have their finger on the pulse of the regional talent pool and know precisely which professionals are ready to make a career move.
At Century Group, we even pioneered a practice called The Group Concept, where recruiters are encouraged and incentivized to work on searches together. This philosophy ultimately magnifies search capacity as well as results for the client. Recruitment firms will save you cost and uncertainty while optimizing your company’s performance.
Reactive vs. Proactive
Most internal recruiting strategies are reactive — the talent acquisition team can only produce candidates interested in engaging when an opening occurs. Specialist recruiting firms, however, are proactive. Recruiters are constantly developing and refining a target list of talent — talent that represents the best of the market — to be tapped when the appropriate search arises.
When a client’s talent acquisition department says, “We have been looking for this position for months and you produced the candidate within weeks,” it’s indicative of how good recruiting professionals develop a deep talent pool and nurture relationships over a long period of time — maybe even years — so that they are able to immediately match the right candidate to the right opportunity.
The Value Proposition of Recruitment Firms
Many companies think recruiters just sit there passively waiting for the opportunity to send a bill for anyone who can pull from a job board. This common myth is due to the fact that the majority of recruiting professionals don’t adequately explain their value proposition.
At well-established recruitment firms like Century Group, recruiters nurture long-term relationships with top-tier candidates and track these candidates throughout their career. Recruiters also have the advantage of being seen by candidates as an objective third party who can bring candidates multiple opportunities, which encourages candidates to engage more with clients. Not properly presenting this value proposition often leads to other fee-reducing strategies that end up undermining the hiring process.
In this market, knowing and stating your value as a recruiter is not only paramount to your success in client negotiations, it is also crucial to your success in this industry. As Malcolm Forbes said, “Too many people overvalue what they are not, and undervalue what they are.”
In the next installment of CG Recruitment Trends, we’ll explore another strategy companies utilize in order to save on recruitment costs, just to pay more later: reducing fees and markups.