Here are some of the most common ways of finding candidates in the UK recruitment market.
Advertising on general jobs boards. Around the UK market there are a few large and very well established jobs boards. One such example is monster.co.uk, which is very appropriately named as these boards are huge. they have traffic levels and visitor levels which are monstrous and the number of applications going through the site are vast, sounds great so far! The draw back is in the lack of specificity. A job advertised on these boards is viewed by a wide and often non specific audience, generating an equally non specific and usually large response. On the one hand recruitment agencies can be sure to receive plenty of Cvs but may have to allocate a lot of time to sift through them all.
Headhunting. This is the act of going out and looking for someone to meet a recruiters job spec. One big advantage is that you will go after people who definitely hit the spot, rather than finding people and having to dig to see whether they do. In addition, generally candidates found this way are not on the market with other recruitment agencies and so there is less chance of loosing them mid process.
Paper advertising. Perhaps it was less than a decade back that paper adverts were the only source of candidates for many recruitment agencies. The benefit of paper advertising is that it can provide an excellent profile in the market place. There is certainly something about having your brand image appearing glossy magazines which portrays recruitment agencies as one of the lead players in the market. In terms of candidate delivery, the paper adverts results are now dwarfed by the comparably cheap internet packages available.
Industry specific job web sites. It has felt like there is a new jobs board to look at going live every week in recent months, many set up as hobby sites alongside full time jobs. In theory, both advertisers and candidates would far rather deal with a board in their own sector. However, there are so many now which simply aren’t serious business propositions that it is possible to sign up to a site without any real presence in the market.
International resourcing Services. In simple terms these agencies perform the first part of the recruitment process arriving at a short list of Cvs. They will subscribe to a variety of CV databases enabling them to source candidates for any recruiter saving them time and money. The obvious flaw is that the resourcer is unlikely to have any experience ni niche specific sectors.
These are just some of the ways in which modern recruitment agencies are sourcing new candidates. No doubt, the next few years will introduce further technology to advance the recruitment process.