Use ‘old school’ techniques to show clients added value

Recruiters should use “old school” techniques to make the data they already have work harder to match supply with demand and identify the added value they bring to clients.

Fri, 6 Mar 2015 | By Graham Simons, reporting from the TEAM conference in NorthamptonRecruiters should use “old school” techniques to make the data they already have work harder to match supply with demand and identify the added value they bring to clients.

Speaking at the third annual TEAM (The Employment Agency Movement) conference in Northampton today [6 March], Wendy McDougall, chief executive of recruitment software provider Firefish Software, told delegates agencies need to take a two-pronged approach to exploiting the data they already have in their candidate databases.

The first stage, McDougall explained, is to work out what the motivations of the candidate are and how hard it will be to move that candidate. If they are money motivated, she explained, candidates could be told of the location they might need to move to, to be paid more money. This will help recruiters work out whether candidates are actively or passively seeking a role.

The next stage, she added, is to work out what kind of salary candidates can command by finding out if their skills are in demand. Recruiters can work this out by looking at how many times their consultants enter certain key words related to certain skillsets into their systems and how many jobs in their system contain those key words.

In doing so, recruiters will be able to match supply with demand and use their industry knowledge of where candidate shortages exist. Then recruiters can adapt their fee structure accordingly. Meanwhile, candidates can be educated on whether they need to retrain for a different or associated career, McDougall said.

“This is basic stuff that we have probably all thought about when we didn’t have the technology,” she said.

“You probably had lists of what our candidates and clients liked but we almost overcomplicated it and forgotten all of the good, basic recruitment techniques and we just want to keep those but take them into technology and make them work harder for us.”

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