It’s time for the recruitment industry to get with the times. That’s why we’ve introduced a fully flexible ‘results-based’ work environment for our team.

By Todd Sekulich

The current recruitment agency model isn’t working. Why? Because it’s outdated and broken.

Take the working hours. The idea that competent recruiters need to be chained to their desks all day and told when, where and how to get something done is unnecessary at best. Many good recruiters don’t last more than a few years in the industry, because the work rate isn’t sustainable. That’s not good for recruiters or their clients.

It’s part of the reason we’ve made the shift to flexible working.

And here’s why.

Put your people first

More and more Australians want roles with flexible working arrangements. We know this not only because the data backs it up, but because we speak to candidates every day who are looking for greater flexibility in when, where and how they work. It’s become a non-negotiable to attract the very best IT talent.

Work is no longer about time at desk (TaD) or bums on seats (BoS). As employers, we need to find new ways to understand employee performance and incentivise talented individuals to perform at their best.

Shift the focus

When it came to re-imagining the workplace here at CoTalent, we wanted to put people first.  Since we now only hire experienced recruiters and talent managers, it was a no brainer to give them the autonomy they need to succeed.

We’ve chosen to implement the results-only work environment (ROWE) model of flexible working. In simple terms, ROWE means our recruiters manage their own time and how they construct their workdays. As a result, the focus is on the work itself and not about maintaining the façade of work.

Where people work from, when they start or end their day, or how long their lunch breaks are doesn’t matter. The outcomes they achieve do matter – and they speak volumes.

(If you’re curious to learn more about ROWE, read Why work sucks and how to fix it by Cali Ressler and Jody Thompson.)

Build the right model

Ensuring the right remuneration structure and support systems are in place is central to the success of ROWE in our workplace.

We view recruitment as a consultative practice and our customers as partners. We provide our team with coaching, support and guidance when they need it. However, we know that our recruiters are experienced, ethical, diligent and – through their own styles and philosophies – will produce beneficial outcomes for customers in the right ways.

We incentivise results by offering our recruiters a strong base component and an accelerated structure for high performance. However, unlike the transactional approach adopted in many traditional recruitment agencies, quality (not quantity) is integral to the way we operate. That’s why we also reward our team with bonuses for customer satisfaction, not just placements.

We believe that recruitment should be simple, specialist and undertaken with integrity, understanding and experience.

Reap the rewards

In introducing ROWE, we’re giving our team back control over their time. Our recruiters work on their terms, including having the freedom to spend more time with their families and friends, pursue extracurricular activities and hobbies, and work when they are most productive or need to speak with candidates and clients. The result is happier, less stressed, more engaged employees who are driven to achieve results.

And we’re not alone – research by Deloitte found that flexible work arrangements support greater productivity and employee engagement, while also enhancing personal wellbeing, health and happiness.

We wholeheartedly trust that our recruiters manage their time in a way that benefits their clients, themselves, and, ultimately, the business.

Flexibility is the future of recruitment

While the recruitment industry might be late to the party, I really believe that flexible working is the future of recruitment. It’s allowed us to engage the highest level of recruiters to work in a way where success isn’t measured by high-churn sales or the hours spent in the office, but by the best placement of candidates, long-lasting client relationships, and high-quality personalised service.

If that sounds like the kind of place you’d like to work, don’t hesitate to get in touch with me to find out more.