May 10, 2021 by Jon Barr
The Benefits of Exclusive Search
The key to understanding the benefits of Exclusive search are to focus on the 4 types of cost:
The average success rate of an Exclusive search is 95% against a 20% average for contingency.
The hiring company has access to 100% of the passive and active candidates in the marketplace instead of the 15% who are currently looking and have their cv on the job boards
Candidates are a limited resource available to all, why have multiple agencies partially committed when you can have one agency fully committed.
The hiring company is basically hedging their bets in the hope that more recruiters on the job will deliver more candidates. The reality is that the recruiter working non-exclusive roles will only fill a small number of the jobs they work on, so work is prioritised to spread the recruiter’s risk and chances of hitting their targets.
Low level of commitment from the hiring company= Low level of commitment from the recruiter.
However, if the role is being worked exclusively by the one recruitment company there are significant benefits to the hiring company. The recruiter has the time and confidence to deliver the hiring company a high level of service without the threat of not receiving any income for this.
High level of commitment from the hiring company = High level of commitment from the recruiter.
Both partiesare completely committed to a successful outcome of the process and have clearly defined deliverables to achieve.
The recruitment company has the confidence to allocate their most senior recruiter to the role and build a team best suited to deliver the best result to the hiring company.
Industry averages suggest that the recruiter will spend 5 times the amount of man hours on an Exclusive vacancy as a standard search where they are competing with several recruitment companies.
Feedback is king, the recruiter has the time to work and rework the role as many times as is necessary, based on the feedback from the Hiring Manager.
HIRING COMPANY WORKLOAD
By using multiple recruitment companies and the hiring company is imposing a rule where the first recruitment company to submit someone for the role will be the one rewarded if they are hired. The direct implication of this is that the recruiters will send in lots more cv’s in the fear that they may miss out if they don’t (‘first across the line’). This inevitably creates a lot more work for the hiring company team as they are doing all of the shortlisting and giving far more feedback.
If only one recruitment is working the role exclusivelythe recruitment team take over the majority of the recruitment process, leaving the hiring company to focus on their own business, saving them time and money, limiting opportunity lose due to the inevitable distraction of the standard recruitment process.
There are a number of factors that will determine the quality of the hiring outcome. Working exclusively with one recruitment company with increase the quality of the service through:
By increasing the quality of the hiring process two forms of opportunity cost are minimised:
If you would like to know more about how ACS Exclusive Recruitment can work for you call us today on 01273 463854
May 4, 2021 by Jon Barr
With the sudden unexpected impact of the first lockdown throwing every business into disarray, recruitment became low on the priority list. However once the dust settled, with the lockdown continuing far longer than anticipated, businesses had to adapt to a more remote interview process.
There has been a massive upturn in video and telephone interviewing, with many companies hiring people who they have not met face to face, and in some cases, with the upturn in home working, they will not meet them for quite some time.
Yes, it has not come without his technical problems, with some people embracing the change with great enthusiasm and others with great trepidation. We have all spent the first 5 minutes of our calls working out who's mike is working and who's isn't. However, these were just teething problems mostly overcome quickly with training, upgraded equipment and experience. Most of us had to get used to home working, which of course suits some but not everyone.
When we first went into lockdown unprepared and poorly organized my negative perception of how video calls would work for me and how effective they would be was very quickly corrected as I realized there was no real difference to seeing the person physically. It became apparent very quickly that this is an incredibly efficient process, saving time and money with no negative implications. The question is will people revert to old processes as lockdown eases or will they embrace the change?
Here at ACS we have always championed the benefits of an initial telephone screening call with candidates, where both company and candidate can gain a better understanding of each other. We feel this is a great opportunity to save time and effort further down the process, by screening out those who are not suitable for the role or it is not what they are looking for.
Interviewing can be a very time heavy process with multiple people involved throughout the company. Whilst this time is an investment in the future success of the company it is also a distraction from the day-to-day activities and priorities of the people involved. The benefit of telephone or video interviewing is that it will only take the length of time for the interview out of the working day. Leaving everyone involved more time to focus on their day-to-day activities with no negative implications to the recruitment process.
This time efficient method of interviewing is also a benefit to the candidate and to the process itself. It is far easier for a candidate to find the time in their busy schedule to attend a video or telephone interview without it becoming a problem to their current employers. This naturally means that interviews can be organized more quickly and take place earlier than in the traditional format. As we are very much in a candidate driven market right now, a lengthy recruitment process can mean losing out to the competition in hiring the best talent because we don't act quickly enough.
As with many things the fast moving ever growing influence of the Internet, and the development of more highly performing Internet speeds, deliverers options that would not realistically have been available to us in the past. The pandemic has accelerated this process and more importantly peoples awareness of the online options available to them at a very low cost.
Time will tell and I've no doubt that some companies will revert to their old processes as some roles and some situations will always require the candidate to be physically present at the interview. Therefore there will never be 100% uptake of video interviewing but the enforced nature of lockdown has proven many skeptics (including me) wrong. The Internet is here to stay, the benefits are unarguable, and it is inevitable that a percentage of companies will stick to (or close to) the interview process they have developed during lockdown.
May 4, 2021 by Ryan Veal
Engineering Manager, Head of Engineering, Engineering Design Manager
An accomplished Engineering Manager and Design Engineer with a background in commercial and industrial installation and the ability to meet strict deadlines on budget.
Highly experienced managing large teams and the ability to lead and motivate others through new, time-sensitive projects. Successfully developed and grew the engineering department by 60% over a 4-year period.
Fully responsible for materials resourcing & management. Identification of new components, pricing, manufacturing & Quality Control and training and supervision. Lead senior manager for design, specification and quotation of all new projects acting as engineering customer liaison with teams who manage and provide all technical advice to all customer enquiries.
• University of Hertfordshire, BA (Hons) Design Model Making
• University of Hertfordshire, HND Design Representation
• Oxford Brooks University, BTEC National Diploma for Design
Managed the design, development, and manufacture of diverse customer projects, including London Eye promotional items, Drinks point of sale design, British Airways Concorde tags & award trophies.
For more information contact Ryan on