How Your Recruitment Model Shapes Your Hiring Success

When it comes to hiring, organisations typically face two choices: managing recruitment internally or partnering with an external recruitment provider. If an organisation has a well-structured in-house recruitment team, they can often handle most hiring needs, especially if recruitment is an ongoing priority. However, even the best internal teams may need external support when hiring for specialised roles or during periods of high demand.

The Problem with Multi-Agency Recruitment

Recruitment agencies often get a bad reputation for high fees, poor communication, and low-quality CVs. These issues stem from the widespread use of a multi-agency contingency model, where multiple agencies compete to fill the same role, but only the successful one gets paid.

In this model, agencies operate with a placement success rate of around 20-25%, meaning they need to take on multiple vacancies just to secure one placement. As a result, the focus shifts towards volume over quality. Agencies prioritise sending out as many CVs as possible rather than crafting targeted job adverts or thoroughly vetting candidates. The outcome? A recruitment process that feels rushed and inefficient.

A Better Way: Exclusive and Retained Recruitment

If you’re paying for recruitment services, it makes sense to work with a provider who is fully committed to delivering results. Engaging a single recruitment partner allows for:

Clearer communication – A single point of contact ensures consistency and efficiency.

Stronger commitment – A dedicated partner is invested in finding the right candidate, not just any candidate.

Higher-quality candidates – More time is spent on screening and shortlisting the best talent.

Retained or exclusive recruitment models are often reserved for senior hires, but this approach benefits all levels of recruitment. Every hire impacts your business, and each one deserves careful attention.

The Value of a Dedicated Recruitment Partner

A recruitment provider working on an exclusive or retained basis offers several advantages:

Compelling job adverts – Attract the right candidates with well-crafted, engaging copy.

Structured hiring timelines – A clear process ensures an efficient and timely hire.

Thorough candidate screening – Only the best candidates make it to the shortlist.

Smooth offer management – The recruitment partner handles negotiations and communication, ensuring a positive candidate experience.

Cost-Effective and Efficient Hiring

Committing to a single recruitment partner often leads to more flexible and competitive fee structures, particularly with independent consultants or specialist agencies. A retained or exclusive approach ensures better value and a higher-quality recruitment process.

Choosing the right recruitment model can help you build stronger, more engaged teams.