The standard contingency recruitment model that the majority of agencies operating within Building Services and the wider Technical & Engineering sector adopt isn’t the method we promote, because we don’t believe this is the best way to achieve the required outcomes.

We know how other agencies operating in our market work, and we’ve listened to what our clients and candidates want.

Candidates regularly complain that recruitment consultants don’t have enough information about vacancies, and that they don’t get feedback once their CV’s have been sent, or even after attending interview in some cases.

Clients complain that they are hounded by agents on the phone and via email with irrelevant information, that they don’t understand their business, that candidates aren’t vetted correctly and that the quality of candidates is low. In today’s candidate rich job market, a client requires an agent to vet candidates correctly and ensure only the very best are being submitted to vacancies.

These are fundamental issues with using a contingency recruitment method, where limited information is passed onto a number of agents in order to “cover the market”. 

Clients don’t have the time or resources to feedback to the numerous agents, who in turn aren’t in a position to feedback to the candidates.

Agencies are aware of the fact that they are in competition with one another, and rather than present the best possible shortlist of candidates within an agreed timescale, they are forced into submitting incorrectly vetted, low quality candidates from the “active job market” as they come across them “in case” they are submitted by the competition. 

More often than not, an agency that does do things correctly, interviews the candidate, reference checks the candidate, qualifies the candidate for the position is the one that loses out to the agency that has “sprayed” a candidates CV to the market. This is not good practice and should not be encouraged.

We believe that these issues can be resolved when recruiting specialist positions by dealing with specialist agencies exclusively.

In order for a recruitment agency to do everything that they claim to, they have to have exclusivity, it simply is not possible to interview every candidate face to face, take references on immediate candidates before submitting CV’s, or submit the highest quality shortlist that is available from the entire market within an agreed timescale unless the agent has exclusivity.

Our method will save you time.

It will give you access to the best candidates.

And we will all achieve the desired outcomes in the desired timescales.

Read more about our Exclusive Contract Recruitment proccess here.