Statistics show that a retained search process increases the fill rate from the 15% to 20%, produced by a Contingent Recruitment model (no placement no fee) to 90% - 95% when delivered as a Retained Search Assignment. How does this happen? Here is the process we follow.....
When it comes to shortages in the Australian construction industry, either for male or female mid to higher-level candidates, it's been my experience that employers have long missed out on the golden opportunities available to them by talented people that have emigrated here. Further, as we move out of the pandemic and immigration is 'turned back on' (fingers crossed), the 'talent shortage' we are currently witnessing will likely need to be filled by talented overseas migrants.
When it comes to delivering equal pay and equal rights for all people regardless of race and sex, it's been a long road for minorities. Many people will happily conclude that great strides have been made, and we can now all sit back, having accepted all minorities fairly and completely. But behind closed doors, in my recruiting office, I still have concerns that things are still not as equal, open, and diverse as we think.
Retained search is particularly beneficial when the need is urgent, the hire will have a substantial impact on company performance, or new opportunities emerge that must be quickly addressed. It is by far the better alternative for every party involved. Now, let us see why that is.
Through our Partnership with Headway DNA, we are delighted to be able to fulfill our desire to help our clients improve their hiring outcomes whilst also helping candidates improve their soft skills and assist with their career progression.
Late in 2020, Building Environs Recruitment carried out a number of salary surveys across different disciplines of the Melbourne area Construction & Engineering market, locations, and job titles to provide a salary benchmark following Covid-19. In some sectors we surveyed, up to 90% of workers would like to work from home for at least 20%-40% of the time, with up to up to 25% of respondents keen to WFH 100% of the time! Prompted by this information and through continued conversations with business leaders we have identified some questions and feedback that business owners and managers might find of interest.
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?