How is Agency candidate sourcing changing?

Martin Herbst addresses the elephant in the room in this punchy, informative video from JobAdder.

During the extreme post-covid candidate shortage, JobAdder data show that recruitment agencies across the globe moved to more proactive sourcing of candidates, including using their existing database and targeted candidate outreach. That’s the good news.

However, as the job market tightens and talk of recession loom, that welcome trend has reversed, and agencies are reverting to posting ads on job boards.

That’s a terrible thing, and I emphasise that our only real value is finding candidates our clients cannot. So, if agency recruiters simply post ads, we are doing nothing different and cannot offer anything different. Agencies with that mindset will have no differentiation and cannot get work exclusively or hold their fees.

The other big point that comes from the JobAdder data is where Agencies fill jobs from their own database, the ‘time to fill‘ drops dramatically, creating a massive competitive advantage for those recruiters and recruitment companies.

There is a danger for agencies who go back to reactive resourcing only. We must nurture and manage pools of candidates and be able to develop ‘exclusive candidates‘.

And it’s not about having huge volumes of candidate files that you parse into your database via automation. It’s authentic engagement and having the right candidate available at the right time.

It’s a blend of technology and the human touch.

We have to stop allowing a great candidate we have interviewed, assessed, and maybe even come close to placing to slip through the net and disappear off our radar.

Then, when we get a similar job, we run an Ad six months later and have to ‘Re -Recruit‘ them!

If you do that, a better recruiter will eat your lunch.

And you will deserve it!

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