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Okay.

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So there’s a charge for obviously On Demand HR

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charges, a fee for service, for our recruitment campaigning,

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but there’s obviously no placement guarantee.

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So if a client came to you and said can I hire you

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for a placement fee or can you provide a placement fee

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or placement guarantee, what would you say to them?

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It is just not something that we offer.

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Primarily the reason for that is that the client still has final decision

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making authority around shortlisting of candidates

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or selection of the final candidate.

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And ultimately, the business has to own their mistake.

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If you do decide to offer it

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to the wrong person, we can provide you all of the guidance

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that we possibly can, and you may still make a decision that we don’t agree with.

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This can happen.

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It’s even happened to On Demand HR we’ve made mistakes in our own

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internal recruitment and picked the wrong person.

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Ultimately, you can only make an assessment based on

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the interview process and the references that we will help you do.

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It doesn’t always give you the full picture of the person’s capabilities,

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but if you even if you think about the traditional recruitment

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model, there’s still a 10 to 20% placement fee there.

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Even if you make the wrong decision, you’re still ahead in terms

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of your expenses.

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If they have to run another recruitment campaign for you

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and your possibly still going to be significantly lower,

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we also continue to work on the campaign for you until you find the right person.

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So the only additional cost there would be new advertisements

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if you don’t happen to contract this and three of those recruitment campaigns,

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we just don’t guarantee the longevity of the hire.

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Yeah, look what I think what I hear,

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the thought that was going through my mind as we were talking, there

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is that this hefty placement, fee 10 to 20% of

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whatever of OTE by the way, is not even on the base

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salary is almost like a disincentive

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for the business to make a decision.

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So if you’re running a recruitment campaign, you’re using a traditional

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recruitment agent to go out there and look for candidates for you.

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I think that’s going to potentially significantly increase

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the expectations that you have around that candidate in terms of fitting

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with your set criteria.

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And it’s almost like a disincentive to make a decision

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because the cost to make that decision is so high.

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And one of the challenges that with this model

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that’s going to be in context of the current candidates market is

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you cannot afford to look for a unicorn.

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You cannot afford to not make a decision in a market

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of 3.5% unemployment.

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You need to be able to make quick decisions in order to secure talent

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and you’ve got to be willing to some degree

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to take a little bit of a risk

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that you might get it wrong because the cost of delaying the decision

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is going to mean that you’re understaffed and you’re going to have to make

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other sacrifices in the in the business, which is going to be more

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than making a wrong decision, in some cases, the opportunity cost.

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So the bar is a little bit too high there.