How is a Retained Search different? A retained search is a recruitment model whereby a single recruitment consultancies service is exclusively retained to carry out a thorough, robust and systematic search for talent, to ensure and guarantee to job is filled for the employer. This type of search model is a partnership between the client and the recruiter, a robust search process to shortlist the best and most qualified candidates together and having a transparent consulting process every step of the way.
Basically, the recruiter takes all of the risks in committing time, money, and marketing/advertising resources to a candidate search process and undertakes the search as quickly as possible to fill the role.If the recruiter does not find the right candidate in a few days, the employer delays the process, hires internally, or has a change of mind, the recruiter moves on to the next job vacancy as quickly as possible. As good as it may sound, this type of recruitment is not actually all it’s cracked up to be. Why?
I get it; you’re gutted to be out of work and devastated that you need to speak to different recruiters to get help. I’ve been in the industry long enough to know what some (certainly not all) people think of recruiters. It’s sometimes disappointing to garner opinions about what some people experience when engaging with recruitment consultants.
I feel like LinkedIn is now, more than ever, one of the key areas of presenting yourself for a new role. Firstly, if anyone is actively looking for someone like you – you need to make sure they A) Find your profile, and B) think you’re worth contacting.
With more and more interviews and job offers being made online and as we move away from total reliance upon face to face meetings, how best should you prepare for a online interview? Whilst the normal considerations of having some well considered questions prepared and a pen and note pad handy are still the go, here are our tips and do’s and don’ts, on what to and how to prepare for a online interview:
I’m prompted to write this off the back of a number of conversations I’ve had with prospective candidates (in construction, engineering and property sectors) over the last few weeks, particularly relating to their ‘market value’, as they seek a new job.
I’ve noticed over the last 6 months or so whilst recruiting within the Melbourne construction industry, that there is a recurring statement from prospective employers that I’m hearing, almost daily……something like ”we will pay a salary package which is commensurate with experience”.
When I started my career in recruitment over 15 years ago, vast swathes of hiring managers perceived prolonged gaps between employment as ‘questionable’ at best, ‘career suicide’ at worst. Even further into the past, in a lot of industries your average worker would work with as little as one or two companies over the course of a career. In fact, both my parents stayed with their employers for the entirety of their careers; joining in their early 20’s and staying within the business for 30+ years. There were fewer opportunities, and taking advantage of a good opportunity was based around available options at the time.
