The responsibilities of the modern recruiter are becoming a never-ending list. Their industry has become a mish mash of hybrid specialties and technology, more focused on the hiring quick fix than long-term talent attraction and development. The combination of increasingly faceless contact and flash-in-the-pan processes doesn’t exactly grant recruiters and consultants with the greatest sense of job satisfaction.


As January is one of the busiest months in the recruitment calendar, now is the perfect time to start preparing and ensure that you stand out against the hundreds of thousands of other companies advertising their roles at this time.

You need to have a clear idea of what jobs you’re looking to fill, the types of candidates you’re after to fill them and the recruitment tools that you’re going to use to source your hires.

Not sure where to start? Here’s how to stand out as an employer during the New Year hiring rush.

Identify your challenges

A good place to start is to consider what your k

Modern recruitment calls for a contemporary approach. Everything about recruitment has changed and typically recruitment agencies have been the most reluctant to follow suit. As it stands, this process, roles involved and their united approach is rocky at best.

● The perfect ‘match’ of position and candidates is a rare occurrence.

● Most value lays in their database of CVs as opposed to skills and approach.

● The internet can cut out the middle man, the recruiter, connecting savvy companies with innovative talent.

● Recruitment has become less about the best results and more about budgets and last resorts.

● Candidates are now proactive, they aren’t letting recruiters away with sloppy feedback and support.

So what can change, how can the modern recruitment agency offer real value to clients, redeem their beaten reputation and survive the changing times?

Value - More than money and ‘big promises’

Industry jargon, big promises and smooth selling techniques have most definitely not stood the test of time. As times change and candidates develop, there is a need to refine recruitment services and simply offer greater value. Value has been a buzzword for too long in recruitment. It isn’t about budgets and the end result, it’s about reputation, long-term rewards and the bigger picture.

There is value in traditional recruitment practices. It’s more a case of evolving and assessment as opposed to completely scrapping them.

Abolish the Flat Fee – The existence of the Flat Fee puts a blanket price on talent. It pays for time spent CV sifting rather than focused talent development. Rather than jumping to the end goal, recruitment agency fees should reflect milestones in the process. Unique strategies that take into account a company’s specific recruitment needs. Think Candidate Experience, not just ‘position filled’.

Relevance, creativity & honesty – Brand and employer branding is invaluable and a major player. An agency that knows the importance of company culture and content is worth its weight in gold. Candidates want to connect on their own terms so it’s all about targeting talent not just hoping the right people will stumble across your job ad.

Strategy all the way – There’s been a ‘here and now’ ethos applied to recruitment that needs to go. Stages aren’t boxes to be ticked; they should be customised, fully formed milestones. Marketing plans and long-term recruitment strategies keep you engagement- and service-focused.

The Roles that makes the whole – Redefine & Refocus recruitment

Recruitment has called for agencies, and the people within them, to be more capable all-rounders than specialist, skilled teams. As duties mount up, many members of the recruitment team lose their focus and individual responsibilities. Not dissimilar to the idea of traditional recruitment practices, these roles need to be adapted and honed to fit around the climate and candidate needs.

Talent management not recruitment consultants – This new title reflects the new landscape and emphasis. It acknowledges the importance of investing in the talent pool and the entire process of modern recruitment (source, develop, retain). Talent management focuses on increasing the productivity of candidates, a focus that centres around the candidate, not the company or role itself.

A team of specialists, respect the disciplines – The modern recruitment team has to be comprised of more than the usual consultants, HR and marketing staples. Engagement is central to this new medium and requires a specific skill set. A lot of the success of matching candidates with companies lays in research, understanding mediums such as social media and creating customised strategies. These teams need to get hands-on with candidates, advocating feedback and true talent development.

Internet: Friend or Foe? – Your team should know that the key to recruitment is consistency. Whether online or off, branding and engagement should be top of the list for all members. Don’t presume the term ‘modern’ means online or social recruitment, it is an approach: authenticity, connections and value.


There’s no quick fix or answer to the woes of traditional recruitment. Staying on top of the opportunities that social media and technology offer takes time and commitment, two things modern recruitment agencies need to prioritise. Members of the agencies should be sourced, screened and active in the same channels as their potential candidates are. Tools like Google Hangouts and Applicant Tracking Systems need to be mastered alongside the art of personalisation and quality talent development. Specialise in niche industries or fields, form partnerships and constantly adapt your recruitment process.


This entry was posted in Recruitment, job advertising, Tools & Tips, The Candidate Experience, social media