Blog Article
Talent Acquisition Terms of Engagement — What They Really Mean
How vendor terms quietly shape your TA strategy, cost, and outcome — and what elite teams negotiate differently. A guide to understanding recruitment engagement models in Asia Pacific.
Talent Acquisition Terms of Engagement for Vendors — How Do They Affect Your Talent Acquisition Strategy and Success?
These days many terms of engagement read quite similarly and seem quite aged. However, one question I often look to explore is; how do your vendor terms actually affect your talent acquisition strategy and success?
Is Negotiation in Talent Acquisition Disappearing?
As a former procurement professional, we had a lot of training and focus on negotiating high value solutions for our business.
Is Just 'Filling the Position' Too Often Seen as a Success in Recruitment?
Getting the position filled is the indicator we see most incentivized and celebrated in recruitment. It's just easier that way, right?
This, too often, singular focus has led to many problems in the industry, as many know or have personally experienced, where short-cuts are taken, and companies look to fill roles with the 'best' of the easiest / fastest to find candidates.
In recruitment, usually the best result for the hiring manager (HM) is to ensure that they have access to and are able to hire the best performer(s) in their sector / function. However, often, the people supporting the HM, are incentivized to just 'fill the role' quickly and at the lowest cost.
The Impact on Your Strategy
In any sector, there is a talent pool with various levels of ability and experience. For reference, using the pyramid;
- 1 = the highest-performing 'elite' talent of the sector.
- 7/8/9/10 as the average / low productivity candidates.
So, what often happens is, many companies only end up engaging the 7/8/9/10 talent pool. The HMs' expectations are managed, that these are the only candidates available, and so they end up hiring what they may think is the best, from what they are presented.
The ROI Question
However, what are the costs to the business of this common scenario??
There has been no interaction or engagement with even the good performers in the market (let alone the 'elite' of the sector) but the position is filled, and everyone moves on .......that position was a success right?....and a few KPI's have been met so all good........
We often find ROI is not considered, as the 'investment' is deemed as relatively small OR the internal function providing the talent acquisition is budgeted as a pure cost to the business.
At Elite Group Asia we have a unique advantage to increase the ROI of the talent acquisition strategy of our clients in the Asia Pacific region.
Are you truly bringing in the level of talent you expect? Or are you merely fishing in the same shallow waters, waiting for passive candidates to stumble upon your job posting?
At Elite Group Asia, we believe that the length of our guarantee isn't just a number. It's a promise — a commitment to reducing risk and enhancing your recruitment process. Let's talk about how we can craft a tailored recruitment solution that aligns with your needs. Reach out today!