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I was about to start a ‘relatively’ complex Lego model with my 7 year old...
Then my other 2 kids….aged, 3 and 5 spy what we’re about to do, and ask to join in 🙂
This will be fun.
The more the merrier I thought. Quality family time. What could go wrong..sharing's caring right!?
Cue the mad scramble for the instruction manual. Instantly ripped pages.
Now ensues the arguing over who’s turn it is to locate the next piece.
Lego blocks spilled off the table, scattered to the winds…some lost for eternity.
Missed steps of the process (some pages omitted in their entirety).
Frequent back-pedalling/ reworking due to ‘quality control’ issues.
After much refereeing and supervision it was done. We all started to feel an air of satisfaction.
But what’s that I'm now looking at….
A completed Lego model, falling through the air.
Explodes like a plastic hand grenade as it meets its demise on impact with the kitchen floor.
And....crying, consolation and yours truly rebuilding the whole thing.
At a stretch, it felt a little bit like Contingent vs Retained (Exclusive and Committed) Recruitment (A real stretch granted). That’s the analogy I’m pushing, anyway.
More isn’t always merrier. People lose interest, get distracted, and often take short cuts. Something better, easier, more lucrative or more committed comes along.
There's just far too many hours of work involved in a true Search and Selection process to run a detailed Search & Headhunt Campaign on a contingent basis.
Any recruiter selling this service on a non-committed/ unretained basis, is most likely not doing what they promise.
There’s a considerable accumulation of vacancies across the HVAC/ Process Cooling Sectors. Clearly some supply/ demand imbalances for technical skill sets in these markets.
Outsourcing your recruitment function shouldn’t be any different to how you outsource your HR, Finance, Marketing, Training, Consulting etc.
Need some help? PARTNER WITH AN EXPERT.
Strategic Recruitment Campaigns are my speciality.
Contact me for further info and to book a call.