During my time in the recruitment world I’ve had the pleasure to work with and assist many top candidates to secure great roles which have helped shape and define their careers.
There have also been the countless companies, struggling to hire a specialist Digital Marketer for months and months or didn’t know where to start. I’ve been able to partner with and advise them to find that needle in the haystack, in a relatively short space of time.
Finally, there is my niche. I absolutely LOVE recruiting in the Digital Marketing space. I get the pleasure to speak daily with down to earth people who can tangibly demonstrate how they make a real impact to a company’s bottom line. The best part, the data always backs it up!
Over the years I’ve also read my fair share of recruiter ‘bashing’ on social media (mainly LinkedIn) which I’m sure was partly justifiable.
But I have a belief…..
I believe that the cause of a large part of the negativity directed towards the recruitment industry stems from companies working with recruiters in completely the wrong way.
Multi-agency contingency. In my vocabulary, it’s a horrible word and it serves nobody in the process any good whatsoever.
The following is certainly not an exhaustive list, but hopefully you get the picture.
Candidates get bombarded by multiple recruiters about the same job, which in turn can put them off and discredit a company’s brand, whilst those who venture forward can have a horrible experience due to limited information given to them about the role or process, and then sometimes there is lack of any feedback passed down from the top.
Companies receive a lesser quality of service because the multiple recruiters working in this ‘race’ like state are cutting corners for the need for speed to get CV’s on the clients’ desk ASAP. Plus, if you only give someone a part of your commitment, how much do you think you receive back?
Then the recruiters themselves. How can they say they are providing a quality, consultative service when in fact they are just competing in a race to the bottom.
This piece is not designed to say ‘hey, just work with me’. I merely specialise in a very small part of the bigger picture. There are many other jobs that require filling outside my world of Digital Marketing, but whatever you do, just pick one recruiter and view this as a true partnership.
Do your research upfront on which specialist recruiter or agency is best placed to find you the hire you need. Once you’ve done that, leave it with them. As you would a solicitor if buying a house, a roofer replacing an old roof, or even a pizza place delivering your dinner.
This belief will take education and education takes time, but I’m in this for the long haul.
This belief has given me the confidence to go it alone, setting up a boutique talent consultancy that works in the best interest of our customers, every time.
As Simon Sinek says; “The goal is not to do business with everybody who needs what you have. The goal is to do business with people who believe what you believe.”
For those of you that share my belief, I’d like to introduce you to Acquire Digital Talent…….
Part 2 coming soon………
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- How The Iceberg Will Improve Your Talent Acquisition Strategy
- Digital Marketing in the USA versus Europe with Founder & Owner of Fatum Expediendi LLC, Janina Siede – Episode 5
- T-shaped marketers, responsible consumerism and adapting to new tech trends with on-demand Chief Marketing Officer Mehul Garg – Episode 4
- SEO success, app engagement and the resurgence of subscriptions with Digital Marketing Specialist & Founder of Alfred & William, Rob Young – Episode 3
- Building a best-in-class performance marketing team with Secret Escapes, Head of Performance & Revenue, Rumyana Miteva – Episode 2