We regularly read about new business models taking root in sectors, such as software as a service in software companies and leasing packages for office equipment. It seems that the recruitment sector is no exception.
Jean Schaak, managing director of recruitment company Keepmeposted, explained that the company has come up with a different offering to the more standard arrangement: “Keepmeposted makes our online database and notification system available to employers for a minimum flat fee per vacancy published. This results in a far more cost-effective, fast and efficient recruitment process when compared to more traditional methods and allows clients to avoid paying substantial fees incurred when recruiting a single candidate.”
When HR departments make use of our services, they are not outsourcing their recruitment to us but rather making use of an additional cost-effective tool at their disposal
In the past, companies resorted to word of mouth or classified adverts to find the right staff but many things have changed over the past decade or two. Jobs require more specialised and technical skills and the security of a ‘job for life’ is viewed as boring by most young people. This is perhaps why even large companies with their own fully-fledged human resources departments still turn to recruitment companies.
“When HR departments – or any of our clients for that matter – make use of our services, they are not outsourcing their recruitment to us but rather making use of an additional cost-effective tool at their disposal,” Mr Schaak explained. “Our clients, both large and small enterprises, maintain control of the recruitment process at all times, from short listing to the final interviewing stage.
“But a client’s urgency to fill a vacancy within their organisation is of paramount importance. Requests are handled with the utmost expediency, meaning that they can expect to receive the first candidate applications within a few hours or less of having provided us with their vacancy requirements.
“The only similarity with traditional recruitment companies is that we do not limit ourselves to posting a client’s vacancy. Throughout the process, our customer care team is always on hand to offer advice on how to target the candidates best suited to their specific requirements,” he said.
Another thing which has changed the recruitment landscape is the presence of multinational companies, which has in turn created demand and openings for different nationalities.
Having a global affiliate means benefitting from the economies of scale, Claudia Jordan, the business manager at Reed Malta, explained.
“Reed benefits from having Europe’s largest candidate database and as a result we are approached by millions of candidates worldwide who are seeking opportunities overseas,” she said.
With skill sets in short supply locally, particularly within the technology sector and executive level roles within financial services, Reed has registered a significant increase in EU professionals looking for work in Malta.
“If employers do not require Maltese language skills or local work experience, this widens the talent pool considerably,” Ms Jordan said.
However, the opportunities posed by global mobility are not limited to foreigners coming to Malta. There are also Maltese candidates looking to enhance their career internationally and she noted that Reed has seen an increase in Maltese candidates working overseas who are looking to return to their home country with excellent international exposure.
We help coach candidates with advice and research tips
Recruitment companies are also rapidly expanding to do more than match candidates to vacancies. Many of them are branching out into training and other coaching skills. Sometimes candidates need help, starting with the most basic of things, like their CV.
Kay Vella, the head of recruitment at Spot On, said an optimum CV highlights all of the strengths and skills.
“It gives candidates the best chance at succeeding in getting that first interview!
“We don’t tell job seekers what to do or say but rather help coach candidates with advice and research tips, as well as providing information about the company that they are applying to, helping them demonstrate their skills and personality to get that job!” she said.
Another aspect that recruitment agencies have to deal with is the wide range of skills required in some of the new sectors, like mathematical skills for gaming companies.
“Unlocking new opportunities within so many different industries – thanks to the broad knowledge within the team – is what makes us experts in what we do!” Ms Vella said.
“While most job seekers are aware of a variety of industries, as recruiters, we make it a point to give our candidates a clear view of what’s going on within the various industries and help them understand more about what’s available.”