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Recruitment


Recruiting the best for a brighter future


By Tony Brookes, Sales Director, Vacancy Filler Recruitment Software


If a company decides it either needs to recruit a large number of people, or perhaps that it wants to change the way it recruits to meet the demand of a more competitive market,


has a number of options. The one(s) it chooses will depend, among other things, on a company’s size, whether recruitment is periodic or regular/ongoing,


the level of employee or contractor the company is looking to get on board.


The recruitment industry has consolidated into four classifications of supplier with four different business models; the service-led recruiter; service first, technology second suppliers; Technology Only providers and Service Enhanced Technology providers.


The Service-led Recruiter


With many reports now indicating a brighter future for our sector, the need to recruit the best staff becomes ever more pressing. In this article, Tony Brookes, Sales Director, Vacancy Filler Recruitment Software, outlines the options available.


Things are looking up for the construction and facilities management industry. Anticipated growth in demand is one factor influencing investment in the sector according to research company Mintel’s Facilities Management UK 2014 report, which projects a bright future for the industry, with forecast growth of 16% in demand for total facilities management over the next five years.


And according to the Office for National Statistics, in Q3 2014, output in the construction industry was estimated to have grown by 0.8% compared with Q2 2014. Between Q3 2013 and Q3 2014 output was estimated to have increased by 2.9%. This was the sixth consecutive period of annual quarter-on-quarter growth.2


Of course, the picture may fluctuate over the coming months and years but there is no doubt that in certain sectors there is growth which is likely to be sustained. Good news, indeed, but that can lead to a skills shortage in certain areas with a corresponding premium on salaries.


So that leaves the issue for employers in this market of finding people - whether permanent or temporary - with the right skills - in an increasingly competitive marketplace.


These are the traditional recruitment agencies, specialist agencies and head hunters. Here, companies rely on the specialist knowledge and capabilities of agency individuals to assist them. The agency takes the risk that in putting in time and effort it can supply the right candidate for a role - otherwise they will not get paid. This model has pros and cons. Since the agency is not getting its fee until the placement is made and unless they have been engaged exclusively, they will sell the best candidates they can find to those paying them the most, banking on incentives and persuasion to get their candidate to accept the job. With the tough agency market over the last few years, many recruitment agencies have focused on employing sales people as consultants.


Service First, Technology Second Suppliers


These suppliers are a kind of “online” recruitment agency – basically a cheaper cut-down service offering which usually consists of advertising a vacancy on Job Boards for a fixed price. The agency will use a basic third party applicant tracking system to present the candidates – or will simply email the responses directly to the client. As with the previous model, while this has a number of benefits, there are also disadvantages. Many organisations are not building their own’ talent pools’ – ie a list of candidates they have rejected for one particular role but who may be suitable for others - and the candidates are still going into the agencies first. some of these agencies do provide tools to find and qualify


Whilst its structure and culture, and it


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