A new Breed of Recruiter for 2019 by Mark Stephens.
The recruitment agency sector has always enjoyed growth expansion, as a constant flow of recruiters breaks away from their parent companies to set up on their own.
Many of these new recruitment agencies fail to establish themselves, but there is always a new batch of entrepreneurial individuals ready to give it a go.
It will be those start-up individuals that will, in my opinion, start the transformation of the traditional Executive Search agency recruiter into an Independent Recruitment Professional, that delivers a much wider range of recruitment solutions.
Agency recruitment, on the whole, is very one dimensional, with contingency or retained search being the primary or in most cases, the only offering.
Enter the independent recruitment professional of 2019 and beyond
This new breed of recruiters will provide a range of services and will support a much wider range of recruitment solutions in support of their clients.
The new breed of recruiter will have access to a range of recruitment advertising media solutions and will typically explore and offer more low-cost recruitment options with clients before the contingency word even enters the conversation.
The independent recruiter of the future will appeal to a much wider range of clients and give the recruiter a wider range of revenue-generating opportunities. When the opportunity to work on a more traditional agency basis arrives there is likely to be far more exclusivity in the first instance at least.
Clients are savvy enough to realise that there are plenty of recruiting options to choose from before giving a vacancy to an agency recruiter, but they often do not have the time, resources or even knowledge of what the best solution out there and for them and this is where the modern independent recruiter can step in and fill a void.
Lower fees, but rewards that are paid more frequently and for all work done will become the foundation of the new breed of recruiters business model; with placement fees for contingency / retained executive search placements being the bonus payments that make the recruiters job more commercially rewarding and that will ultimately fund their future growth as a business.
I’m so convinced that this will become the norm, that we have started developing our own range of tools and services to support this model, providing recruiters with functionality that replaces the traditional CRM, the multi poster, The ATS and aggregates the best in breed tools that are available to the recruiter, and even includes media buying services.
About the Author
Mark Stephens has over 20 years of business management experience, across Sales, Marketing, Recruitment and Technology environments. Mark is a recent winner of the Chambers of Commerce award for innovation in business. He is a serial entrepreneur and is the founder of several companies including F10, Smart Recruit Online and The HR & Recruitment Resource Library.
Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last seven years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications.
Mark also delivers keynote talks and training to recruitment teams in both public and private sector organisations, on writing better advertising copy, targeting passive candidates and understanding candidate behaviours online.
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