Digital Recruitment Management

The traditional method of technical and digital recruitment for a Client Company to engage a Recruiter and hope that the individual can deliver a suitable shortlist of applicants quickly. Although this approach allows for a strong relationship to build up between both parties without multiple points of contact, there are clear flaws to such a process.

Fundamentally, it is not a strong relationship that guarantees a successful hire - although, granted it helps to build an understanding of the vacancy and client. More importantly, it is actually the ability to attract and influence the best candidates on the market that actually fills a job. This is where the reliance on a sole Recruiter often leads to vital positions remaining vacant for far too long. The "360 degree" recruitment model that has developed over the past 30 years sees individual Recruiters managing the staff hiring for a variety of clients. Sadly, there are just not enough hours in the day for the typical Recruiter to deliver the half dozen-or-so applicants necessary for each role. Therefore, positions are neglected and remain unfilled. The client's perception of the process is that the Recruiter is busy, beavering away on their role whereas in reality they are simply one of many balls being juggled - and often dropped.

A typical vacancy in a leading Digital Agency requires a great deal of time and management in order to fill it with the "right" person. Suitable applicants don't grow on trees and there is no guarantee that everyone will view this company with enthusiasm. So, in order to fill the role on time and within budget, we are looking for a process that not only trawls through the market finding appropriate candidates, but ensures that once found, their needs are met by the client and their vacancy and the role has been professionally presented to them in a fashion that clearly showcases the plus points of this organisation.

Now imagine that it takes a day of networking to simply find one suitable SEO Account Manager who is interested in the position being recruited for. And imagine that the client wishes to interview 5 people before making a hire. Then factor in that the Recruiter they are using also has 4 other vacancies to fill. It is this work load and resulting (lack of) productivity which has made digital recruitment agency BD Recruitment look at the way their Consultants work and create a formula which ensures that vacancies are given the time and man-power necessary to get the job done.

The Client Accounts Division was launched to allow the "one point of contact" scenario to remain but not rely on a single Recruiter to source candidates and manage the whole process while also keeping all other clients happy. Instead, a team of Resource Consultants sit underneath the Account Manager and their job is to find people. Simple. A spec is delivered to the Account Manager and then the team is briefed on the role. They search and select the best candidates on the market and don't stop until the position is filled. Because each core client has their own designated Account Manager and team of Resource Consultants working for them, their vacancy is not compromised by an unmanageable workload - and often within a week the post is at offer stage.

With growing company standards and higher candidate expectation than ever before, the "normal" recruitment model needs to reflect the changing landscape. Companies want the reassurance that their Recruiter is working solely for them and unless a team-based approach is adopted; the majority of roles remain unfilled by Recruitment Agencies. It is not so much the man-power that is lacking; but simply the way in which the recruitment process is actually carried out by the Recruiters.

For more details, Check http://dougleschan.com.