Recruitment works the same way for all businesses, right? Not necessarily. Every business and sector has its nuances and every recruiter has their own approach. With that in mind, how do you choose the right style of recruitment to suit your business?

High-volume applications and a CV-based approach

This might be the stereotypical ‘norm’ when it comes to thinking about recruitment agencies. A lot of CVs handed to you to sift through. While it is no longer the only recruitment style, it might still pay dividends for your business depending on your needs.

If you have a lot of jobs at entry-level then receiving many CVs could very well work for your business. You’re likely to be an enterprise size business and your job roles are quite broad in the experience and skills you require. But what if you have a key role to fill at your organisation?

Attracting passive candidates or executive search

You might have a crucial role to fill that’s high in seniority or has niche skills and requirements. These roles generally don’t get filled through a high-volume CV approach; they need a more targeted approach. Too many CVs for this recruitment style usually results in you not finding what, or who, you want.

Focusing on attracting candidates who aren’t actively looking can yield better results. This recruitment style is more than just head-hunting though. There is a communications campaign to prospective candidates to attract them to your company. This type of recruitment can be labour and time intensive to deliver results. And that’s where outsourcing to a recruitment consultancy can give you the right person for the role and save you time.

Employee referrals and leveraging networks

Depending on your sector, you might work in an industry where ‘everyone knows everyone’. That has its pros and cons but when it comes to recruitment it can mean that your employees and your own network can help. Contacting people directly or posting that you’re hiring on LinkedIn can quickly put those in your network back in touch.

But your employees can also work as your brand ambassadors. They can be engaged to refer people that they know to your business in return for an incentive. Or simply to promote job opportunities across their own network too if they like the business that they work for. While this approach shows your company culture effectively, it can be a slow burn depending on how small or large the networks you have are.

Knowing when to outsource to a recruitment consultancy

All of these recruitment styles can be done internally. But it is worth considering the time and investment it will take you to successfully advertise, sift CVs, interview and hire an individual or individuals. Add in the need to headhunt for certain roles or call on your own network taking into account your understanding of the current jobs market for example, what other interviews does this candidate have arranged/attended? What if they get a counter offer? you have a lot of extra work added to your day job.

This is where a recruitment consultancy, like us, can help. We take time to understand the role, or roles, you are trying to fill and review any existing recruitment process. This is so we can spot opportunities to add value and enhance the process for you and your candidates. We can then use a range of recruitment styles to find those ‘good eggs’ for you depending on what role/s you are trying to fill. Our consultative approach combines with being agile and flexible when it comes to what will work to meet your recruitment needs.

If you’re not sure what recruitment style will work for you, have a chat with Nicola nicola@goodeggrecruitment.com and Annette annette@goodeggrecruitment.com for a free of charge, no obligation chat on how we can help.