Is recruiting outstanding employees really a good investment for your business? Is it really a good use of your time and money? Are you sure?
I had a conversation with the Sales Director of a $20 billion technology business yesterday. He has been trying to recruit a senior Business Development specialist for over 6 months through Linked in adverts and partnering a few contingency recruitment agencies. To be fair business developers are in high demand currently. He has interviewed a few candidates and hasn't progressed his interest with any! He is currently a very frustrated Sales Director. Why? Because his company won't entertain him investing in an Executive Search partner with a proven track record of building high performing sales teams for one of his biggest customers. The company really doesn't see any value in retaining a specialist and would rather wait until a candidate joins before parting with any of their profits. Until now they have waited for over 6 months and there is no solution on the horizon. Where is the cost saving here? Sure a recruitment fee has been saved so far but $multi-million opportunities have also been missed out on to competitors who have already invested in the talent needed to grow their businesses!
What would you do. Keep going with a failed recruitment strategy or look at some alternative options?
As we saw above, exclusivity will get a recruiter to work much harder for your cause. They are motivated to do this because they stand a fair chance of making money from it - and who could blame them? Because retained recruitment guarantees exclusivity, you know that the consultant doing it is going to exercise consideration and due diligence in sourcing you candidates. This is a boutique approach, and suits the top-end of the recruitment market, where potential candidates aren’t always looking for a new job.