Human Resource

Comparison: Job Portal vs Recruitment Agencies vs Direct Sourcing!

Recruitment is an essential activity for business continuity and growth, yet it is often overlooked until it becomes a pressing operational issue. In this article, we will be sharing more details on 3 popular recruitment channels. After reading this article, you will have a better grasp on how to deploy your resources at a more strategic level.


Job Portal

Job portal is typically the first avenue where most employees start their job search. There is a good reason for it, career portal tends to have tones of roles from a myriad of employers. This offers diversity of choices, convenience and a quick snapshot of the job market to the job seekers.

There are two types of job portal, mainstream job portal and niche career portal. Examples of mainstream job portals are JobStreet / Seek, Indeed and LinkedIn.

They are typically characterized by a dominant presence in the local job market, serving a wide range of industries and running massive advertisement (Offline / Online). You will be able to find all sorts of jobs in their job portal.

Whereas niche career portal tends to be characterized by a sharp focus on specific industry or role(s). They generally serve a specific group of job seekers and likely to have both active and passive job seekers. E.g. E-Financial, ROSTR, Healthcare Career Groove.

By utilizing both mainstream and niche career portal, you can access a wide pool of job seekers for your healthcare jobs in Singapore, Australia and New Zealand.

Pros:

  • Cost-effective
  • Wide reach of audience
  • Can be used for organization brand-building

Cons:

  • Competition (Popular job board can make it hard for your job posting to stand out among the competition. It’s common for your job posting to end up at the bottom unless you pay a premium to retain the premier spot for visibility.)
  •  Cost (Repeated job posting for specific roles can lead to escalation of cost, particularly if the previous job post does not result in suitable candidates)
  • Time commitment (Posting job and waiting for job seekers’ application takes time. If you did not receive application from suitable candidates in 30 days, it can be a waste of time. Moreover a popular job portal will attract tonnes of application from unqualified candidates. The HR/ hiring manager has to spend time screening these resumes.)


Recruitment Agencies

Based on my interaction with more than 500 healthcare organizations in Singapore, Australia and New Zealand, I estimate that 70% of these organizations worked with recruitment agencies. The key difference lies in the frequency of the agency usage. A question to ask yourself: How many roles in your organization have been filled by recruitment agencies in the past 12 months?

For the fulfilment of hospital jobs, nursing jobs and allied health roles, it might make sense to work with healthcare recruitment agencies in Singapore, Australia and New Zealand.


Pros:

  • Expertise and Experience (Recruitment agencies have experienced recruiters who understand the current job market, industry trends and possess effective hiring strategies.)
  • Save Time (You outsource the bulk of the recruitment activities to the recruiter, allowing you to focus on your core business activities)
  • Access to a wider talent pool (Agencies tend to have a database of passive and active job seekers)


Cons:

  • High Cost (Recruitment agencies charge a success fee for contingent hiring, which can be a significant expense if you use them regularly to fill lots of roles.)
  • Non-guaranteed performance (The delivery of qualified candidates is largely due to the drive and expertise of the individual recruiter, not agency.)
  • Time (It takes time and effort to establish a trusted working relationship with a recruiter. Sometimes when the recruiter leaves the company/ industry, the HR will have to re-educate and re-establish the working relationship with the new vendor.)


Direct Sourcing

Sourcing of candidates and managing the whole recruitment process in-house, which is typically done by the HR, TA (talent acquisition) team or hiring manager. This is commonly practice if there is no budget for using agency and/ or the HR faced limited success in attracting suitable candidates through job postings.


Pros:

  • Cost Effectiveness
  • Cultural Fit (You can build a talent pool that aligns with the company culture and values, attract the ideal candidates)
  • Reduce the time to hire (By avoiding agency timeline and not waiting for applicants via job posting on job portal, you can fill the role significantly faster)

Cons:

  •  Time and Resources needed (Building a talent pool, especially for mid to large companies require significant time and resources for sourcing, screening and interviewing the candidates)
  • Selection biasness (Hiring managers and HRs can have a prenotion that certain candidates from specific organizations or countries maybe a better fit. A robust and objective interview process is required to prevent this from happening.)
  • Technology and Tools (HRs and hiring managers may require tools such as ATS – Applicant tracking tools or LinkedIn Recruiter to perform direct sourcing effectively. Start-ups or smaller setups may lack the resources to do so effectively.)

 

In a nutshell, it makes sense to evaluate and potentially test out the different channels before deciding which one works for your organization.


Read Next Article: 5 Tips to Ignite Your Employee Referral Program For Healthcare Jobs!


Whether you are a hospital, clinic or agencies hiring for healthcare jobs in Singapore, nurse in Australia or nurses for New Zealand, check out our  career portal for your hiring needs today!