Executive Summary
RSP is Australia’s leading recruitment broker and human resources company. RSP finds the right candidate, for the right job, in the right time, in the right way.
Its offices in Sydney and Singapore are supported by a 45-member recruitment alliance partnership as well as strategic partners in Asia, Europe and the US. Additional support is provided through human resources management and specialists, including an industrial psychologist and a CBD-located assessment centre.
Using its unique recruitment broker business model, RSP has been successfully recruiting and placing people for small, medium and large businesses, including leading Australian corporates, since 1999. From its inception the company has met every deadline, every commitment and every promise.
The Company
RSP saves employers 10-20 work hours per candidate per job placement, and reduces the time taken to identify and assess candidates by up to 90% without additional cost.
All RSP staff members are profit stakeholders. They take full ownership for employer client relationships and delivery promise. Each month this team, supported by its broker partners, places an average of 120 people in a wide variety of roles – from personal assistants and secretaries, sales personnel to more specialised, senior management and Director level positions.
RSP essentially offers recruiters a single point of contact, a quality candidate filtering process and broader marketplace access to high calibre candidates. This access is achieved through a working network of alliance partnerships providing employers with access to multiple candidate databases of up to 3 million people.
Recruitment Brokerage – A Unique Business Model
Through their personal experiences as employers, RSP founders Matt Lodge and Crispin Baynes came to the view that traditional recruitment agency methods were inefficient. Essentially, each recruiter was charging the same fee for the same work, performing in the same way, and producing the same person in the same long timeframe.
In Sydney alone, the recruitment market is served by 2,500 agencies – one for every 815 workers. Larger businesses were using an average of 30 agencies to source candidates while government departments were using up to 100 agencies. It was not uncommon for some candidates to turn up at different times for the same job interview represented by different companies.
RSP researched and trialled all known business methods used in the entire end-to-end recruitment process. Shortlists of industry-specialist agencies were created that offered access to unique databases of niche candidates: ‘hard to find’ people that employers traditionally find difficult to identify. We also developed new ways of working collaboratively with partner agents through one point of contact. Included was a double filtering process so only the best calibre candidates would be offered to an employer.
The concept of recruitment brokerage was created. It was made strong by input from highly experienced recruiters working in the US technology and financial markets.
Unlike a master vendor or managing agent model, where secondary suppliers are used if the host agency cannot fill requirements, a recruitment broker captures and shares resources while managing the employer-client relationship.
Importantly, recruitment brokerage is equally effective across all industry sectors. It provides employers with an end-to-end solution for all recruitment needs. It covers temporary and permanent jobs for administration and accounting personnel, sales and marketing executives and management, through to Director level placements.
Recruitment Brokerage – Working in Practice
A recruitment broker takes a brief for a specific job requirement. In this brief, the recruitment broker identifies a client’s exact requirements. They may include the job specifications, reporting lines, remuneration range, role and responsibility and so on. Included will be ‘intangibles’ such as client culture, human environment and societal and family-orientation working conditions.
The recruitment broker communicates these requirements via written specifications and open discussions with partner agents. The partner agent accepting the brief then sources candidates from a variety of specialist databases, industry contacts and personal networks. Relevant candidates are then ‘screened’ through interviews and second interviews. From there a short list of ‘best qualified’ candidates is developed.
The broker manages the interview process from presentation of the short listed candidates through to secondary reference checks, ‘the offer’, placement, billing and candidate care. The host broker manages the placement fee exclusively but provides full disclosure to the relevant broker partner. Agents and brokers accept mutual responsibility for the placement guarantee period. RSP only adopts the recruitment brokerage model for placing permanent and contract employees. Temporary employees are secured and managed though a dedicated in-house project team. This approach is adopted due to necessary administrative, statutory and ongoing candidate management obligations.
Additional Professional Resources
RSP features more than 35 internal account/broker partner managers.These partner managers complementthe total recruitment services team provided by RSP. And, through our broker-partnernetwork, we can also draw on the combined resources of an additional 320 consultants nationally.
The average age of RSP’s professional staff is 32, much higher and far less transient than the industry average, providing a balanced, mature, consistent and professional service to our clients.
Additional RSP Services
Outplacement
RSP provides a variety of outplacement support services. Outplacement has developed into a specialist field in response to significant changes in the Australian workplace. Since 1997 90% of Australian businesses have restructured, resulting in job changes at all levels.
How RSP has responded to these challenges We provide a structured process aimed at ensuring candidates make informed decisions about their next career move by;
- minimising the personal difficulty of career interruption for both the individual and their family
- maintaining the individual’s dignity and self-esteem
- equipping individuals with the skills and tools necessary to compete in today’s fiercely competitive jobs market.
Career transition
RSP provides new-to-market and career transition services. These services include counselling, training, development of marketing materials including covering letters and resumes as well as:
- approaching the marketplace
- developing strategic connections
- training and development
- interview strategies
- negotiation strategies
- access to secretarial support and computer facilities
- post interview counselling and offer/acceptance support, and
- ongoing contact with dedicated consultant.
Beyond placement
For businesses we provide a service that aims at balancing negative communication and ill feeling from employees who are being outplaced. These services include: Reference checking
Standard, international reference checking services.
Outsourced reference checking.
Specifically tailored reference checking.
Competency and behavioural reference checks.
Payroll
Fully or partly outsourced payroll function including all insurances (workers compensation, public liability, professional indemnity).
Visa sponsorship management.
Cost analysis reporting for outsourced payroll.
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