It’s been quite a year for business and hiring has been stop/start at best. For many companies trying to ramp things up, they’re looking at different recruitment processes to assist them. But, how do you know which option is the right one?
Talent Managers are stretched. The pandemic forced many companies to scale down their talent teams. They stopped hiring until things settled down. The remaining talent teams kept things ticking over, making vital hires, and ensuring recruitment stayed on the right track during “the great shut down.”
Then 2021 came and despite continuing uncertainty, companies began to ramp back up. They realised that 2020’s hiring were backed up and 2021’s objectives were looming.
But it’s not easy to just start hiring. Before businesses can start building their teams, they need the people in place to do it. With the average interview process taking 27 days and adding on time for job descriptions and candidate searches, it’s not a quick process.
Turning to Outside Partners
All these factors have led Talent Teams to reach out to recruitment agencies to help them in their search. But it can be difficult to know where to start, with multiple different recruitment processes, and many many recruiters. (A quick LinkedIn search reveals two million people with “recruiter” in their job title…)
Not All Recruiters are Made Equal
It’s become a lot easier to “be a recruiter” since the advent of the internet and the digital age. Anyone with a laptop and a phone can gather CVs, send them to businesses, and call themselves a recruiter.
There are no industry-wide qualifications and recruitment is an unregulated industry. While different recruitment people and agencies will have different practises, there aren’t official guidelines or rules for recruiting.
But that doesn’t mean that every recruiter is winging it. Far from it. Most recruiters are hard-working professionals who want the best from their clients.
So What Are the Different Recruitment Processes?
There are traditionally three types of recruitment:
- Contingent: This is where if your role doesn’t get filled by the recruiter, the company doesn’t pay anything.
- Retained: Retained recruiters work exclusively on one (or multiple) roles for a business. At least a portion of the final fee is paid upfront.
- Recruitment Process Outsourcing: When businesses outsource part or all of their recruitment to another business.
And now, there’s also RPI (Recruitment Process Intelligence). It’s a new way of recruiting, using intelligence and data and following a process to get the right person for the right role.
How Do You Know Which of the Different Recruitment Processes to Use?
Companies will have different needs at different times. And different types of businesses will have needs for different roles.
While for non-business critical roles, you might choose a contingent recruiter as a back up if your own team can’t succeed, you’ll need something more indepth for business critical roles.