Employer and Job Seeker Hubs | Disruptions to agency recruitment and where value now lies

There has been a flow-on effect where TA teams are now armed with more and more technology geared towards streaming the recruitment process and automating it as much as possible.

Examples of this have been the use of video interviewing and AI, especially when it comes to high volume recruitment. This, in turn, has increasingly limited the need for external recruitment agencies because internal teams can efficiently recruit high volumes without paying the extra fees that recruitment agencies charge.

That said, the most effective way to future proof a staffing business is to become a specialist in a specific area that internal teams don’t necessarily have the resources or knowledge to recruit in. In addition to this, it’s important to remember that internal TA teams are generally limited to larger businesses, and there will always be a need for small to medium businesses without that type of resource to compete for talent. Hence the need for an external recruiter to be their “voice and brand ambassadors”.

As the world becomes more reliant on technology, the external recruiter has a point of difference in that they offer the “human touch”. They are able to build relationships with candidates and trust that promotes them to the role of a career coach, and this is powerful in an increasingly digital, automated world.

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