The single most important ingredient to growing a profitable recruitment business is attracting and retaining high performing consultants.
Great recruiters who bill well and stay for many years are now rare as hen’s teeth. They are unlikely to move from a profitable and happy desk which they probably built themselves over considerable time. Their next step is promotion into a leadership role or starting their own business so they can enjoy a higher percentage of the fruits of their labour.
Industry demand for recruitment consultants is huge, with over 1958 jobs currently advertised on Seek. Every agency is after the perfect recruiter who is good at selling, admin, resourcing and recruiting. These rare high-po’s must also be resilient, persistent, communicate well and bring a network with them and of course fit your current team culture.
It seems absurd that any one person has all these attributes – yet that is what many recruitment firms are still looking for – hen’s teeth. Firms insist the people they hire have all of the above and bill 3-4 times their salary in the first year. Again – impossible. The only source of experienced consultant supply is from industry staff turnover which continues to push 50% due to a suspected combination of poor hiring, training and development. It is time to think differently about business growth and look at alternative strategies for bringing on new talent.
This 3 page document and 19 page PowerPoint presentation will give you insightful recommendations into alternatives to the obsolete 360 recruitment model.