It’s no secret that the recruitment sector has experienced immense change over the last two or three years. The biggest impact has unquestionably come from technology, with the likes of LinkedIn, Indeed and now Google for Jobs, creating unprecedented access to the market. This ever-changing landscape means there have been seismic shifts in how talent is sourced.

We now have some of the highest employment levels the UK has ever seen and, coupled with Brexit and the political and personal tensions that brings, we are seeing a candidate market smaller than ever before, as the plethora of European talent shrinks before our very eyes and the remaining talent pool becomes increasingly fought over.

The reality, therefore, is that candidate attraction is harder than ever.

This means several things are happening in the recruitment sector which employers need to be aware of in order to continue attracting and retaining the best candidates. Whilst exceptional candidates are more accessible than ever before thanks to new technologies, there is not only more competition but also a much larger focus on candidate experience.

The best candidates are more likely to be interviewed (and offered roles) from multiple sources. They are more likely to be more particular about non-traditional benefits like work / life balance, perks, health and wellbeing schemes, as well as office environment and culture. Candidates are also more likely to be counter-offered by their current employers, who ideally want to retain their best people rather than hire for their replacements in a tough market.

Throughout the recruitment process, candidate experience plays a pivotal role in people’s perception of a company. As a recruitment business, some of our biggest frustrations come from a lack of communication. A big part of the recruitment team’s role is to sell the opportunity. We want to fulfil candidates’ key drivers and keep them engaged throughout the recruitment process, but poorly-run interview processes have a huge impact on the candidate experience. If feedback is slow or non-existent, then the ideal candidate is likely to slip through your fingers and end up with your competitors. Clear communication is key.

The reality is that many employers aren’t up-to-speed on current market conditions or understand the impact this is having. This leads me to my second point.

Contingent recruitment as we know it is dying. There, I said it.

At its worst, the traditional contingent recruitment model has been reduced to a series of KPI-chasing processes, and the pressure to hit numbers and beat other agencies to a placement has led to a focus on quantity over quality at too many recruitment agencies.

I’m proud to say that NU Creative Talent has neverbeen about the numbers. We approach things differently. Recruitment is about relationships, and our agency was founded on a consultative approach in order to build meaningful relationships with the companies we represent. Our consultants aren’t incentivised to make a certain number of calls or send a KPI-hitting stack of CVs. The only true measure of success we use is the number of people placed.

Our ethos is very clear: it’s about ‘Putting people first’. We care, and we want to make a positive impact on the lives of our candidates and the future of the businesses we represent.

So, what’s this got to do with contingent recruitment?

Well, quite simply, it does not make economic or business sense to expect to find the perfect candidate at exactly the moment you’re looking for them. We believe recruitment is a continuous process. You need to work closely with an agency that is always looking out for the perfect people for your team. A relationship so strong that you’ll always be sent the best candidates because shortlists of the highest-calibre employees are consistently being built on your behalf. Furthermore, you want to ensure your brand is being constantly marketed among the right communities, at the right events or across the right platforms to help promote your employer brand.

And no, this isn’t a retained model either, because we still believe that a company should only pay for our services on successful placement of staff.

You might wonder what’s in it for us?

The answer is actually very easy. A meaningful relationship built on trust.

We’re not interested in competing for the same job with five other agencies. You won’t get the best out of any of them. We want to partner with our clients and offer more. We’ll come and work alongside you. We’ll get under your skin. We’ll live and breathe your values and understand who your ideal candidates are as though we’re an in-house team. We’ll keep abreast of market trends, advertise for you, handle candidate response and so much more.

We call it The Continuous Recruitment Model.

Discover the future of recruitment.