Turning recruitment on its head – Delivering a Purpose Driven Events Recruitment service.

Royall takes a look at Colin Cottell’s report on the latest breed of recruiters, and questions if the traditional recruitment methodology is no longer fit for purpose.

Colin Cottell, in The Recruiter, reports on the latest breed of recruiters and how their business models go against industry conventions. These new recruiters believe that many in the business have a “tired old sales approach” simply sending out CVs in response to vacancies. The new recruiters however, often using technology-based platforms, claim they provide a superior service in terms of experience and cost for both the client and the candidate.

James Uffindel is one of them. He launched Bright Network in 2013 with the aim of disrupting a “broken” recruitment model and taking market share. He built up a network of some of the UK’s top talent and followed them through their early careers. As a result, the candidates are highly engaged with the agency because the agency understands their interests, motivations, values and behaviours. Bright Network also goes against industry convention by not charging commission. Uffindel states “We are disrupting the classical contingency recruitment model. If you want to access top talent directly, we are the candidate database you want to get to rather than by just using a middleman.”

Another example of an unconventional business is Final Stage. This start-up was launched by Eddie De Lewis and Will Morris in May 2018. The premise is that employers share the talent they don’t want with other employers – often these candidates are of high quality but just not the right fit for the business at that time. Unsuccessful final stage candidates (known as silver candidates) are invited to join Final Stage. This allows them to apply to the same organisation again and also gives them access to other organisations interested in a source of new talent. Final Stage do not consider themselves to be a recruitment consultancy but rather an information or talent guide. They charge their clients a monthly fee and so are not motivated to get certain candidate placements with certain companies.

Kate Glazebrook, CEO and co-founder of Applied, believes that there is a growing recognition that current recruitment practices systematically bias against certain groups, e.g. women going into technology jobs and men going into primary care. Applied therefore uses behavioural and data science to remove bias and ensure a fair process for everyone. Glazebrook is also convinced that the traditional CV-based process is not working. Applied conducted an experiment in 2016 which proved that over half the candidates hired through the platform would not have been successful if traditional screening methods had been used. Use of the platform resulted in a far more diverse human portfolio (economic background, ethnicity, education etc.).

Anygood? was set up to avoid the involvement of multiple agencies in the recruitment process. Juliet Eccleston, one of its co-founders, says that its platform is based on the trend that many people today have trust in the opinion of their peers. Anygood?’s membership therefore consists of people who can recommend others for vacancies and a member receives a fee each time a candidate is placed. Importantly, clients rate the recommenders. These ratings are monitored to maintain the quality of the referrers.

Rishi Kapadia, founder of Reecru, is like many of the new recruitment breed and doesn’t have a recruitment background. He is a technology consultant and data migration specialist who looked at the recruitment industry and thought he could do better. He decided to utilise the Uber model and established a pool of freelance or gig workers. Many of his recruiters currently work in IT and technology and not in recruitment per se. Kapadia believes this “means they have a better understanding of the role, and ensures that it works for the candidate rather than just the business”.

These emerging businesses claim to be cheaper than traditional agencies due to their use of technology platforms rather than bricks and mortar. Additionally, many entrepreneurs (e.g. Uffindell) have adopted the subscription model (used by companies such as Netflix and Spotify).

Colin Cottell concludes that “while many of this wave of businesses are still small, their use of technology combined with radical approaches and their willingness to question basic tenets of the standard recruitment agency model suggests they shouldn’t be underestimated”.

We at Royall believe in “Lifting Human and Organisational Spirit” and we also go against industry conventions. We deliver a purpose driven events recruitment service - our strength and unique approach are founded on elevating potential. Our widespread and deep industry knowledge enables us to partner with the best talent and client portfolio in the events and communications sector. We strongly believe that traditional recruitment methodology is no longer fit for purpose and we aim to positively change the industry we serve through our integrated Employer Brand and Talent Development Consultancy offering.

For more information on Royall and how we can help you, please contact the team on engage@royall.biz or telephone 01243 200077.

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