How an engaged recruitment service brings value to your business

Contingent recruitment services can sometimes deliver resumes quickly, but the candidate quality is typically lower with less consultation and less time spent working on the role.

What does an engaged recruitment model look like?

When you’re working with Fuse on an engaged basis, an upfront deposit, known as an engagement fee is paid when we begin working on the role. This fee is deducted from the total recruitment fee at the end of the process. A similar comparison is engaging a tradesperson to build a house. An initial deposit is required before they start building, which is deducted from the final invoice.

In recruitment, an engaged model defines a mutual commitment between both parties to work together. We assume that we are solely responsible for filling your vacancy, and in return, you have our full commitment to efficiently finding the perfect candidate for your business.

The engaged model differs from a contingent recruitment model, where the full recruitment fee is payable at the end of the recruitment process. In this model, recruiters know that you may have assigned other agencies to the role. As a result, they may rush to find candidates that might not meet all the requirements, which wastes the time of both you and the candidate and can reflect poorly on your business.

Choosing an engaged model does not mean your recruitment process will take longer; it simply means you will have a consultative recruitment partner to fulfil your job requirement.

Time is taken to truly consult with clients

The engaged recruitment model allows our client partnerships to be truly consultative. We take time to learn the intricacies of your business and develop a complete understanding of your culture and organisational goals. Our consultative approach results in finding candidates that meet your job requirements and align perfectly with your goals and culture. As a result, our placed candidates excel in their roles and progress within our client’s businesses.

When you work with recruitment agencies on a contingent model, each agency will be racing to find candidates to avoid losing the role to competition. As a result, little time is spent consulting with your business beyond learning the job brief.

When time is not taken to consult appropriately, errors can be made. For example, they may be a bad cultural fit, be underqualified, not have relevant experience, or not understand your company and what their new role entails. Our consultants are experienced in screening candidates in-depth to ensure no details are overlooked.

Hiring the wrong candidate can cost your business at least 30% of the new hire’s annual salary , so getting it right the first time is critical! At Fuse, 92% of our permanent placements stay in their roles beyond the guarantee period; if not, we replace the candidate at no extra cost.

The consultation with our clients isn’t only about learning the intricacies of your business. We also offer our engaged clients market advice, industry advice, workforce structuring advice, and more. This includes:

• Offering attractive workplace benefits that draw in top talent
• Advice on salaries and pay rates
• Developing your employer brand
• Assistance with creating career development programs
• Sharing our specialist knowledge of the trends in your industry

Access the passive candidate market

Passive candidates are not actively searching and applying for a new role and are often open to new opportunities when approached. Passive candidates make great employees but searching for them can be time-consuming and difficult. Rarely will you access these employees when working on a contingent recruitment basis, as agencies rush to deliver resumes as quickly as possible.

Fuse’s engaged recruitment model allows us to take the time to review our database of more than 400,000 candidates to find passive candidates that have the right skill set. Additionally, we utilise third-party databases and networks, which are costly for non-recruitment businesses to access. We contact relevant candidates on your behalf and screen them to assess their suitability for the position and your business.

As a specialist recruitment agency, our consultants have extensive networks and pre-existing connections with passive candidates. So, we know which candidates to reach out to when a role becomes available, and we already know their personalities and values to match them with the right businesses.

What are the benefits of recruiting passive candidates?

During candidate shortages , active candidates have a lot of interest and tend to be interviewing at multiple places at once, which means you can quickly lose them to your competitors. On the other hand, because passive candidates aren’t actively applying, they’re unlikely to be interviewing elsewhere, so you face less competition for them during the recruitment process.

When you’re interviewing a passive candidate we’ve found, you can be sure they already have the correct skill set, as we’ve approached them ourselves. On the other hand, active candidates can exaggerate their skills as they are intent on finding a new job, so you need to ask them the right questions to verify this.

The best part is passive candidates are reliable, and you can trust that they will stay with your company long-term as they don’t tend to jump from job to job. In fact, research shows they remain in their roles 20% longer than active candidates!

No shortcuts taken

The contingent recruitment model can encourage agencies to find candidates as quickly as possible, but at a cost. When there is no guarantee that they will be paid for their work, recruiters on this model can rush the process to beat their competitors to a placement.

When this happens, corners are cut. Necessary checks (including reference, background, work rights, and police checks) might be missed, and any red flags the candidate shows can be overlooked, leaving you with a candidate who ultimately may not work out. At Fuse, we take care of all the compliance checks for you and only present you with the best candidates that we have already screened and vetted.

Additionally, working on an engaged recruitment model gives you access to resources you only find with specialist recruitment agencies like Fuse, including premium ad listings, dedicated marketing campaigns, and internal recruitment staff specialising in different recruitment focuses.

When you work with Fuse, multiple specialised staff will be working to fill your role. Resourcers are primarily candidate-focused and have the time to search deeply in the passive candidate market, while consultants are client-focused and take the time to gain a complete understanding of your business.

How can you pay an engagement fee?

The easiest way to pay an engagement fee is by purchasing a talent engagement pack . You can conveniently make payment by credit card, and one of our team members will be in touch to discuss your requirement.

If you would prefer to discuss your requirements before purchasing, fill out the form on this page, and one of our consultants will be in touch.