Digital Talent Guide

living in the challenging covid 19 environment these past months has helped me to crystallize my thoughts about the traditional model of contingency recruiting – which has become increasingly frustrating, for many reasons. awakened to a different pandemic-ordered world, i see recruitment with a completely different lens. the recruitment world was already in need of change, a situation which has been amplified by the pandemic. this quieter moment in the recruiting world has given me time to rethink the way i work, and my new service-based recruitment business model (that i call recruitment reimagined) is a direct response to the past few months of thought, research, reflection and observation. recruitment reimagined gives clients wider access to recruitment operational support in a scheduled contractual relationship (of a shorter predetermined length) that is much more cost effective. the model eliminates the one-time contingency fee, allows me to do simultaneous or consecutive multiple placements without you incurring multiple placement fees, and it allows you to contract for only the services or length of time that you need support. my former contingency model, based on clients contracting to pay a one-time fee after successful placement of a candidate, is now harder for my clients to budget or to justify, given the sudden, unexpected and fairly vast array of talent in the market. but hiring has not stopped, and the myriad tasks associated with finding, sorting, evaluating and placing new candidates still exists. there is a clear need for recruitment expertise and resources, as hr folks are busier than ever trying to navigate a changing universe. in this new 2020 environment, my focus on finding clients new talent as business reopens remains, but my model of service and my fee structure has evolved. as i watch hiring manager and recruiters struggle with limitations of the prior contingency model of recruiting, i welcome the opportunity to realign.

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