How to get the most from your Recruitment Contacts...

1. Matt Hewitson is Lead Talent Manager for Harrier Resourcing People. Harrier Resourcing
People is a Perth based Human Resources & Talent Acquisition services company
specialising in Recruitment Process Outsourcing, HR Talent Pooling and Management and
Strategic HR Consulting.
Given that we have now entered unchartered territory from an economic perspective and are
faced with uncertainty in our respective markets, it is important to revisit the fundamental
aspects that made your business successful and to concentrate on your competitive
advantage.
It is now accepted that a source of competitive advantage are your employees. What is
perhaps not as widely recognised is the process in which employees enter your business and
its effect on your employment brand internally and externally.
During the peak boom period over the last few years, there was probably more focus on
“How Many” as opposed to “How” and “What Quality” when it came to the recruitment
process. With the pressure of meeting targets for projects, or to just meet demand,
organisations were just grateful to secure the services of skilled and experienced candidates
in a competitive market, whatever the cost. In some cases, organisations are now managing
the impact of some new hires in terms of performance.
With the marked change in the global economy, organisations now have the opportunity to
revisit the process it utilises to recruit new people and ensure it builds upon and is aligned to
their employment brand. Organisations should review their sourcing channels and ensure
that each of these contribute to the building of their brand.
Recruitment agencies represent a significant sourcing channel particularly when recruiting
hard to fill technical roles or where confidentiality is paramount. With many recruitment
firms around Australia restructuring and competing for less jobs in the market place, it is
now paramount that organisations review what agencies they continue to choose represent
them to candidates.
Organisations must now be more discerning with the companies which they engage to assist
them in the recruitment process, and they should only align themselves with likeminded
recruitment firms. Aligning themselves to the wrong agency sends a powerful message to the
candidates in the market.
When working with a supplier, consultancy or professional services firm, it is important to
engage in a partnership based on trust, confidence and reputation, not just because they can
provide a solution quickly. Selecting a supplier to represent you in the market is just as
important as the selection of an external auditor.
It is important to understand the overall business strategy of recruitment agencies before
working with them. The mere mention of recruitment agencies for some, rightly and wrongly
conjure images of used car salesman who are desperate for their next sale. They are in effect
selling a product, and because of this, there is a business directive to make a large volume of
transactions as quickly as possible. Their remuneration is ultimately based on volume and

2. revenue. Although some consultants will have their heart in the right place, the vast majority
are known for compromising on quality, or making short cuts in order to secure a placement.
As recruitment consultants are measured and rewarded on the amount of placements and
their revenue generation, little thought is given to the overall experience of the candidate, the
suitability of the position and company for the candidate (vice versa for the client). The
question needs to be asked as to whether this transactional process is the right one for your
business, or is one that is relationship based and developed over time more beneficial in the
long run.
When engaging with an agency, it is important to understand their business as well. For
instance, what are their culture and values, what is their business strategy and employment
brand? Do they understand their market and your business implicitly and are they willing to
invest their time and money with you to establish a long term relationship?
Given the uncertain times, it could be “easy” to simply stop recruitment. However you need
to consider what messages you are sending internally and externally in times of uncertainty.
What actions you take now will either build your employment brand to undermine it. We
know from past experience, that the economy will turn. The actions you take now will put
your organisation in a better position to attract and retain top talent.