Issue link: https://www.e-digitaleditions.com/i/135744
Recruitment all legal requirements like those from the Office of Federal Contract Compliance Programs; a model that compliments and augments the existing employers' recruitment solutions which might include RPO; a solution that dramatically reduces the dependency on expensive third-party recruitment firms; a recruitment solution that fits all types of organizations—large, mid-size, and small firms from all market verticals. What is required is an on-demand product that can be delivered for just one and/or multiple openings. So how does one accomplish this? To start, it requires a partnership between the employer and the recruitment provider. It cannot be shifting risk. Both parties have responsibility and ownership. Both have an important role to play. The best on-demand model is based on retained search principles. Each recruiting assignment is lead by candidate research of targeted passive qualified candidates. In order to properly identify the candidate universe, the process starts with a thorough intake call with client stakeholders. Candidates are identified, prequalified, and screened to the benchmark candidate profile created during the intake call process. To be effective, the recruiter has to sell the job opportunity and employer brand as much as they screen for fit. Each assignment requires a single point of contact with a The best on-demand model is based on retained search principles. Each recruiting assignment is lead by candidate research of targeted passive qualified candidates. Candidates are identified, prequalified, and screened to the benchmark candidate profile created during the intake call process. To be effective, The recruiter has to sell the job opportunity and employer brand as much as they screen for fit. professional recruiter who understands the company, the function, and the industry. The payment model is based on measurable activity and not a placement. If done correctly (roughly three to four qualified candidate–client interviews), it The market is constantly changing. Most employers are not will result in a hire. That is the desired outcome. That outcome ready for an RPO solution, be it right or wrong. Since 2008, will only occur through mutual commitment and both parties employers are seeking a complement or an augment to what performing their respective roles. It is not good for either party already exists (including those with an RPO provider). They to interview many candidates, especially when that activity does not net a hire. A good on-demand model requires both parties to take financial risk. It is unfair for an employer to expect 100 percent of the fee to be at risk and to be based on a hire. That is a contingency recruitment model where the price points are 20 percent, 25 percent, or higher. Employers today want price points that are substantially lower than this. In order to accomplish that mission, employers must accept more financial responsibility. The only way this can be done is to have this fee based on can no longer afford fixed recruitment expenses. They need their cost to be based on real hiring requirements. They seek an alternative to expensive traditional third-party recruitment providers. They want best-fit hires. They want a direct candidate sourcing model, targeting qualified passive candidates that is based on retained search principles. Again, they cannot afford to pay traditional recruitment fees. Employers are willing to explore a new recruitment delivery model. They are willing to absorb some but not all of the risk. measurable activity and to have a partnership. They are willing to entertain a partnership with the right To be effective, the on-demand recruitment provider needs an They demand a new and innovative recruitment solution. They infrastructure to support the model. The delivery staff needs to are looking for an effective/efficient on-demand recruitment be enabled with best-in-class talent acquisition technology. They solution. recruitment provider. They recognize their role and ownership. need a candidate research group that focuses on identifying the targeted passive candidate universe. This information is then driven back to the recruitment team in a timely manner. Kim Davis is president and CEO of DreamJobs. MAY 2013 | www.hrotoday.com [45]