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But I guess it really leads to the question of,

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okay, if traditional recruitment agents are charging exorbitant fees

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and not representing my business, my brand

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effectively, why would I not do this process internally?

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Why would I not take on this responsibility?

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I would save on the recruitment fees?

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I’m always going to be the best advocate for my own business.

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Why shouldn’t I do it internally?

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And instead of paying for someone like On Demand HR to assist?

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Yes, good question.

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Ultimately, you as a manager have competing priorities

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and a lack of time available to sit down and review a bunch of irrelevant resumes

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on a daily basis,

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making calls to candidates, returning calls

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being interrupted in your meetings when candidates, call you back,

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responding to email inquiries, scheduling interviews, rescheduling them

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when they need to change the time, providing feedback to candidates,

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filtering out anyone with things like irrelevant work rights.

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Essentially, we step into your shoes and take care of the grunt work

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for you and give you the cream that rise to the top fore selection.

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A common mistake that we see

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as a result of the competing priorities is the things like closing dates.

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We understand the convenience of being able

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to sit down, review all the applications at once.

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But what you may find

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in the current recruitment market, because the hig competition for talent

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is that when you get the time to sit down review all the resumes that have come in,

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any that were half decent, most of them will have been gone.

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And if they haven’t found another job in that time,

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we can start to question if they’re even worth it in this market.

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We also have a network of what we call recruitment partners.

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Sometimes there’s a candidate and these are candidates that they present to us

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who have some kind of injury, a disability,

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or have been out of the workforce for a little while for other reasons.

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But these can provide some really great

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candidate options where you may otherwise not have had any.

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And they do often come with some subsidies for the first year wages or support

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in building their skill sets if they’re a little bit lacking in some areas.

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So you’ll get the benefit of using that as well.

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We also use things like, Seek talent search,

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which your manager may not have otherwise had time to use to help attract

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some more candidates to your advertisement.

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What I hear out of that, I guess, when I consider

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running a recruitment campaign internally, is there’s

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probably two key benefits that come out of what you’ve just shared.

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The first one is strategy.

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Obviously On Demand HR has I guess over the past

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or since 2010, we’ve been working in the recruitment market.

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We’ve kind of evolved our strategy and sat down and thought about what works,

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what’s effective, and what actually makes a difference in terms

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of achieving a result at every stage of the recruitment process.

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And we’ve really spent that time and invested,

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let’s call it that, sweat equity to come up with a model that we typically

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recommend as a basis for the start of a recruitment campaign for clients,

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and then obviously adjust and mold and adapt that process

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based on the type of business that we’re dealing with

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and the type of position that we’re recruiting for.

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So I think that’s the number one benefit of, I guess, or when comparing

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to doing this internally, you’re just not going to have

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those runs on the board over such a long period of time.

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You can say we have made

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their mistakes for them.

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Correct 100%,

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the second key point I took out of that is time.

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And from our one of those insights

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out of those all those mistakes that we’ve made, you know,

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typically the example we give is in the past,

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when unemployment wasn’t at 3.5%, you could simply place an ad or

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go on a recruitment board on a monday and then sit back on a Sunday

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afternoon, have a beer or whatever you drink a preference

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and review your resume based on the Sunday.

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And that just doesn’t work anymore.

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And one of the biggest pushbacks that we have with recruitment campaigns is

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we need to move faster in order to be able to secure

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candidates in the candidates market.

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And that’s one of the things that I think we really bring to the table

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compared to businesses that are recruiting internally,

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particularly for small to medium businesses

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who are unlikely to have a dedicated recruitment function within their business

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is probably going to be some sort of line manager that’s got a million other

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competing priorities, and recruitment tends to get pushed to the back burner.

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Reviewing resumes, booking interviews, scheduling time for this.

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And that’s where your competitors are going to pounce and that’s

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where you’re going to lose top candidates in a really fast moving market.

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So there’s probably the two key things I hear about that.