How To.. Solve 3 Recruitment Challenges in 2020

1.  The Absence of Talent

Challenge: With Australia’s unemployment rate dropping to 5.1% in December 2019 (the lowest jobless rate since March 2019) it’s no surprise that the race for talented candidates is on. 

Solution: Some of your strongest candidates may not actively be seeking new roles. Without the benefit of constant market engagement, meeting candidates, building relationships and nurturing a talent pool, you will be approaching the market ‘cold’. This means when you go to market you will only be attracting candidates who are actively looking for roles. This excludes the sizeable volume of talent in the passive market, ie. those who aren’t actively looking for roles.

In our experience, the greatest success is achieved when you can access the talent across both markets. In fact, it’s often in the passive market that you find your ‘gems’, particularly for the difficult-to-recruit roles where there might be limited skills in the market. This is where the input of a trusted recruitment partner can add value. A good recruiter will constantly be nurturing talent pools and well-established networks of candidates; candidates you won’t always find through the traditional advertising process.

2.  Time to hire

Challenge: We’ve all encountered the challenges of hiring and been impacted by delays. Multi-stage interviews, scheduling challenges, psychometric/third party testing, security clearances, budget negotiations, role approvals – the list goes on.  In a competitive market, these delays can be the difference between securing quality talent or losing it. 

Solution: Keeping candidates well informed, and ensuring they feel engaged throughout the hiring process, can help build trust and lay a strong foundation for the future employer-employee relationship. Responsiveness is particularly important in situations where the lead time for the role might be longer than normal and you risk losing candidates through the process. In our experience, responsiveness and communication can be the difference between a successful hire and a failed one. 

3.  Cost

Challenge: With most recruitment firms charging anywhere from 15% - 30% for permanent placements, the cost to businesses of outsourcing their recruitment, particularly in the SMB space, can be significant.

Solution: It’s for this reason Ordyss Talent established it’s time and materials engagement. By working as an extension of your own business, we take on the recruitment workload for you at T&M. In this way, you only pay for the hours actually expended on your recruitment needs.

The savings under T&M will vary depending on the complexity of the role and your requirements. We have however had significant success placing roles for our clients under this model, at consistently reduced financial outlay.

Contact Ordyss Talent if you’re looking to find or fill your next ICT position. Whether it's a short term or permanent need, the passion and expertise of the Ordyss Talent team will ensure only the most aligned and professional outcome for all parties.

T | +61 7 3352 8500

E | talent@ordyss.com

W| www.ordyss.com