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Building Strong Teams: A Comprehensive Guide to Recruitment Models and Tools

 
 

Recruitment may seem like a straightforward task of filling vacancies, however in reality it’s far more strategic and complex. It involves understanding a company’s needs and priorities, sourcing talent from multiple databases, evaluating candidates, and aligning the best-fit individuals with the company’s culture and goals.

Typical reasons a company may look to use agency recruitment to fill their role(s) include (but are not limited to) if:

  • The role is niche (i.e. there is a higher demand for the type of profile than there is candidates)
  • They are looking to make multiple hires at once
  • They do not have time to source the role themselves
  • They have a project due to start soon and need to hire fast
  • They are looking to save hours of effort dedicated towards hiring

Agency recruitment isn’t just about placing candidates in positions; it’s about building relationships with clients and candidates in order to build a strong, skilled workforce that will drive the success of companies. Effective recruitment results in increased productivity, lower turnover, and a more cohesive work environment, contributing toward greater organisational success.

This article takes a closer look into how recruitment companies actually function, how they assist companies and the extensive services they provide.

 

Typical Recruitment Business Models

Each company is different, and as a result some work more cohesively with different types of recruitment models. There are three most popular models used by recruitment businesses; Permanent, Contract and Retained Search. These can be used individually, or in conjunction with each other.

Permanent Recruitment:

This involves hiring candidates for long-term, full-time positions within a company. These employees are on the company’s payroll and typically receive full benefits. A hiring manager will work with a recruiter on a longer basis for these roles, typically having multiple stages of interviews.

Contract Recruitment:

Contract (or Freelance) Recruitment means hiring individuals for a fixed period or specific project. Contractors aren’t usually on the company’s payroll, and instead work through the agency that originally presented them to the client.

Contract recruitment allows individuals to be onboarded very quickly if necessary, with the possibility of even starting the day after the recruiter meets with the hiring manager and placement occurs. This makes contract recruitment highly favourable for clients seeking quick team reinforcement for project-based or deadline-tight work.

Contract recruitment usually involves 1-2 stages of interviewing at most, and contract lengths can vary anywhere from <1 month up to multiple-year contracts.

Retained Search:

This model involves recruitment firms being hired exclusively and paid upfront (retainer fee) to fill high-level or executive positions.

This method involves a deep, strategic search and a strong commitment from both parties, and the process is usually as long or longer than the permanent recruitment model due to the seniority of the roles.

This model is great for companies looking to fill multiple C-level positions, which can be niche and require strong commitment to find the right fit.

 

Executing successful recruitment

In order for a recruiter to be successful in assisting a company, they make use of a selection of tech and data tools at their disposal. These include market intelligence tools, job boards, LinkedIn Recruiter, and CRM and applicant tracking systems (ATS) to source the best candidates and connect with the right clients.

Market Intelligence Tools

These tools are used to provide real-time insights to guide hiring strategies, making sure consultants can advise companies on the best decisions to make in terms of their hiring plans.

LinkedIn Recruiter

An extremely popular tool among recruiters, LinkedIn Recruiter allows consultants to source the most relevant candidates for their clients through multiple ways:

  • Access to a large talent pool
  • Advanced search filters, including skills, experience, companies worked at, location, languages and more
  • InMail messaging, enabling recruiters to contact candidates individually about specific projects that may interest them
  • Detailed analytics on candidate profiles, helping you make data-driven decisions.
Job Boards

A fairly self-explanatory tool, job boards provide recruiters with CV’s of actively searching candidates who have shown express interest in a company’s advertised opportunity.

LinkedIn Recruiter allows recruiters to specifically tailor their candidate searches to their clients needs, so only the most relevant individuals come up.

CRM & ATS

A vital element of recruitment, these tools enable consultants to monitor all candidates’ live processes, ensure vacancies are properly resourced and keep tabs on both active and passive candidates. This benefits companies searching for candidates as these tools typically have hundreds of thousands of candidates on their databases, all with in-depth profiles highlighting their skills, location, previous roles, years of experience and more. This means when a recruiter is resourcing a role for a company, they can conduct an in-depth search on the system to find the most suitable candidates for a companies needs.

 

Operational Models

In addition to the business models of recruitment companies, operational methods can also vary. This typically stems from the type of roles companies will recruit for and their market focus.

A company will choose a recruitment strategy that prioritises long-term success:

  • 360 recruitment model – This is the typical model for a recruitment company on the whole, whereby they offer a full-service approach, managing the hiring process from sourcing to placement.
  • Niche market specialisation vs. broad hiring operations – A company can either offer deep knowledge of highly focused markets, typically resourcing for niche candide-scarce roles, or they can offer a broader service, being able to resource from any role a company requires but on a less in-depth and focused level. Niche recruitment is great for companies where markets tend to be candidate driven due to their scarcity (such as technology, engineering and life science companies) whereas the broader model suits companies who search from anything from administrative assistants to sales managers more appropriately.
  • Relationship-driven sales –  For almost all recruitment companies the focus should be on repeat business and long-term partnerships, ensuring clients and candidates receive value beyond a single placement.

 

Additional Services: Expanding Recruitment Expertise

Beyond traditional recruitment, companies may also offer value-added services designed to optimise hiring strategies:

  • Recruitment Process Outsourcing (RPO) – Managing all or part of a company’s recruitment processes to improve efficiency and reduce the internal hiring burden.
  • Managed Service Provider (MSP) – Handling the supply and management of contingent workers to ensure seamless workforce management.
  • Talent pipelining – Building a pre-qualified candidate pool for future hiring needs.
  • Diversity & inclusion hiring strategies – Helping businesses improve workforce diversity through strategic hiring initiatives.
  • Candidate experience audits & feedback – Enhancing the hiring journey for a better candidate experience.
  • Competitor analysis & talent mapping – Providing insights into market trends and competitor hiring strategies to give clients a competitive edge.

 

Driving Success Through Specialised Recruitment Solutions

At Vivid Resourcing, we take a tailored approach to recruitment, leveraging our expertise, technology, and deep market knowledge to connect top talent with the right opportunities. Our revenue streams, client approach, and tech-enabled strategies form the foundation of our success.

Our markets are highly niche, and each consultant is a highly knowledgeable specialist within their respective area. We offer both contract and permanent solutions for clients and always operate with a relationship-first approach, to ensure we can continue to support businesses in finding, attracting, and retaining top talent.

We offer all of the extra services mentioned above, to make certain we can help companies make decisions to drive long-term success.

 

Conclusion

Recruitment is a complex and multi-faceted process that requires both strategic planning and expertise. Understanding the different business and operational models can help companies select the best approach for their specific needs. Whether it’s using technology to simplify the process or deciding between specialized or general recruitment, the right choice depends on the organisations hiring goals, vacancies, and available resources.

By choosing the right recruitment model and tapping into additional services, companies can build strong, effective teams that drive success.

 

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