The Difference between a Transactional and a Transformational Recruitment Agency
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The Difference between a Transactional and a Transformational Recruitment Agency

on 27 November 2020

​Even though our current digital era is generally perceived as advantageous, it is really and truly a double-edged sword. Using various digital methods to find candidates for top-tier positions can often provide a significant quantity of qualified candidates. However, what about those job roles which require a higher level of sophistication? This issue often results in the endless ‘quality over quantity’ debate.

It is very easy to get in touch with candidates via email, LinkedIn and other social media platforms. However, it is not to be forgotten that these methods are an impersonal form of communication. Consequently, such interactions between the recruiter and candidates start having a transactional, almost robotic feel added to them.

In this day and age, no matter how much digital media has become an integral part of our daily lives, it is crucial to keep in mind that a job is still a very personal issue. A sense of ‘transformation’ is the best feeling to give a person who is searching for a job. Such a candidate needs to feel a sense of accomplishment, satisfaction and indeed, transformation when starting a new job.

Why Personal Connections Still Matter

Investing in relationships result in better and long lasting experiences. It is crucial to treat the candidate as humanely as possible, and not merely as someone who is replacing another person. This creates a long-term relationship not only with the chosen candidate, but also with clients.

Such a personal connection not only benefits the candidate but also business outcomes. Thus, not only the candidate will be gaining from such a connection, but also the recruitment agency’s clients that are ultimately hiring. Such clients represent those companies that manage to win top talent in today’s market.

To ensure that a very good fit has been made, it is key for recruiters to meet the client on a one-to-one basis. Transactional relationships do not work for senior recruiting. Just matching the right skill set is not enough. An astute recruiter delves into a lot more detail to understand the corporate values, culture and environment the particular job role entails before proposing a candidate to fill in a vacancy.

Proposing a candidate that is not suitable for an open role will only hurt the recruiter’s credibility and reliability in the end. After all, senior level people that were correctly placed can be a recruiter’s future client. Good matches create a recruiter’s brand image that efficiently resonates to the outer community, creating a grape-vine of referrals and recommendations.

Find the Time for Networking Events

Smart recruiters build relationships during networking events with candidates and clients alike. It creates a further sense of community which allows the recruiter to inform both parties about the latest market updates from a practical perspective.

Such networking events create awareness about the recruiter’s brand and serve as an opportunity to explain the services being offered. It is also interesting to motivate candidates and let them know that they too can become future clients.

Finally, all this creates a fully functioning interdependent circle of people which will perpetually strengthen existing relationships and build on top of them even further.

Unfortunately, in such a business segment, people lose track of the notion that such relationships can ultimately grow into friendships. It boils down to simply having a common interest in people.

Get in touch with VacancyCentre recruitment on [email protected] for further information about our services to both clients and candidates.

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