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Moving on.

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I guess a lot of our recruitment clients that that come to us,

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they often have experience of what using what we would call

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a traditional recruitment agents in the past.

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And quite often it’s a little bit of an educational process

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that we need to go through to them to explain how On Demand HR recruitment

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campaigns is very much different to the traditional recruitment agent.

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So from your perspective, how would you suggest that

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I guess On Demand HR recruitment campaigns are different?

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Yeah, sure.

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The first most obvious is probably

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that we’re a lot cheaper because it’s not a placement service.

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We will work on your campaign until you either place the role

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or cancel the recruitment.

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So I guess in that regard, we sort of are sort of working towards a placement,

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but it’s certainly no guarantee of how long that person will stay there

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because the client is still heavily involved in the decision making process.

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We don’t

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advertise with cryptic job advertisements.

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We’ve had candidates tell us in the past that

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these sort of vague advertisements

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that they believe it’s a recruiter rather than an internal campaign,

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and they become concerned that the recruiters

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building their database or phishing for their contact details.

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They even become skeptical of whether the role even exists or not.

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So we make it quite clear and that sort of leads

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to celebrating our clients branding.

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We celebrate the company of our client

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and why candidates would want to work for you and

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it protects your employee reputation in the marketplace.

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And we make sure that we give the candidates feedback on their applications.

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And, you know, it definitely celebrates who the client is

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and it leads to that helping us stand out in the crowd and

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and I

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guess we enable the client to make the decision

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so we’re not closing that candidate for you

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because we want to have the commission, which is what

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I would say the standard recruiter would be doing.

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We have a vested interest in helping you get the hire right.

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We want to provide you essentially with as many options as you possibly can

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so that you can make the decision around who’s going to be the best cultural fit

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as well as who has the best skills fit for the role and

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by the same token, we don’t have any interest in

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where the candidate comes from.

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So we put it out to many, many sources.

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The candidate may come direct to you, and that’s okay.

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We really don’t mind as long as you get a placement that works for you.

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So we’re not hiding who your identity is.

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It sort of helps us to casat the net much broader otherwise would,

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and ultimately that could lead to a better outcome

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at a traditional recruiter will try to make sure all candidates come through them

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and any that comes from other sources might be disregarded

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and that could be the person that you want for your role.

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We also have candidates tell us that

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the vague advertisements

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that they just they become very skeptical of them.

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They dont want to continue through the recruitment process.

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It causes a lack of trust upfront.

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And we’ve become a bit

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with we’ve become a bit morally perplexed

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by recruiters who keep in touch

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with candidates that they place over a period of a number of years.

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Effectively, it means that they’re going to come back

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and steal your candidate from you down the track.

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And it’s simply not something that we’re in the business of doing.

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Once the candidate is placed, we rarely speak to them again

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unless we’re consulting with them on other HR issues within the business

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as part of some sort of a membership with On Demand.

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I would also say that our approach

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is more collaborative than a traditional recruiter.

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We direct you to the best strategy to achieve a placement

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rather than directing you to the person we think you should hire.

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You will always have final approval on any advertisment.

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As a client,

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we consult with you on any improvements or ammendments and it’s up to you

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whether you take them or not.

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And I think that really covers that.

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Okay.

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So what I, what I hear about that

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or the couple of key points that I take out of it is around

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the collaborative approach that we have with our clients.

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So we’re acting as an advocate for the business,

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for our clients, as opposed to a business to business relationship.

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And I think that’s really,

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I guess, a mind shift for our clients.

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So what I mean by this is effectively with the traditional recruitment agent,

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as you’ve mentioned a couple of times, they have a vested interest

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to push a candidate across to you or to sell you a candidate.

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We don’t have anything to sell within the process

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with the with On Demand HR campaigns.

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We’re acting as an advocate for your business, but we’re taking care

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of, I guess, the strategic and the process side

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and the power of the decision making always remains with our client.

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So we’re not out there, I guess interviewing candidates

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thats one part of the process

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that we don’t actually do with a traditional recruitment agent.

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If any of you have been involved in this process

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before they put out the ad, you give them a call

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most of the time they dont even know which role their advertising

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that you’ve applied for they just how you coming for an interview

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and so to be fair we don’t think that that’s the best I guess advertisement

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for your business or your business’s brand within I guess the recruitment market.

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So those are a couple of for me, the key

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takeaways from what you went through.