What to Look for in Your Next Labour Hire Company | IRP

Peter Spark • August 20, 2024

The Emerging Recruitment Agency 'Superpower'

Recruitment agencies have been around for hundreds of years, offering a wide range of organisations an outsourced recruitment service. 

 

The first known recruiter, Edwin Miller, co-founded the world’s first recruitment agency in 1650 with Henry Robinson and is widely recognised as the “first recruiter”.  

 

Miller's focus was on finding the right fit between employers and job seekers.  

 

Together, Miller and Robinson introduced a rigorous selection process which included interviews, references, assessing skills and verifying qualifications to ensure that the candidates they put forward were the best fit for the roles they were applying for. This helped ensure that businesses found the right employees and helped job seekers find work that suited their skills and qualifications. 

 

Miller and Robinson's agency also helped establish the concept of a specialised service provider for recruitment. By focusing solely on recruitment, their agency was able to offer a higher value service than general employment agencies.



Ironically, over 300 years on, that focus and service remains a central part of what the recruitment industry offers, and what businesses expect from their recruiters. 


For example, Australia’s leading recruitment industry commentator, trainer and business owner, Greg Savage, recently shared his perspective of the 5 essential recruitment agency services:  


1. Consistent delivery of high-quality, appropriately matched, and thoroughly screened candidates


2. Speed, urgency, and responsiveness


3. Transparency, honesty, and trust


4. Compliance 


5. Advice and insights

Retention: The Emerging 'Superpower' Agency Service

Partnering or working with an agency who provides all 5 of Greg Savages recruitment service offerings is valuable to any business. But what if that great new addition to your Team leaves after 6 weeks? 

 

We often find ourselves advising newer clients with: “You don’t have a recruitment problem; you’ve got a retention problem”. 

 

More than ever before, businesses are experiencing increased employee turnover, especially with good employees leaving or resigning. According to 2024 ABS data, almost 40% of employees who left their job did so because of poor pay, work arrangements, or to get a better job. 

 

Churn of any kind is insidious and has a ripple effect all the way through to productivity and organisational culture. But losing your good performers can really hurt! 

 

To address this, more agencies are now incorporating post placement activity which focuses on retaining your employees, particularly the new hires they’ve just recruited for you. The benefits and results for all types of organisations are exceptional and, in some cases, transformative. 

 

Improving retention requires an overlapping range of targeted actions, plans and strategies. Leading recruitment agencies offer a variety of retention services designed to help businesses retain their employees and reduce turnover. 

The key retention services provided by top Recruitment Agencies include: 

Onboarding Support: Agencies assist with the onboarding process, ensuring new hires are smoothly integrated into the company culture and their roles. This includes providing orientation, training, and regular check-ins during the initial months of employment. 


Employee Engagement Programs: Recruitment agencies often design and implement employee engagement programs that include surveys, feedback and communication aimed at improving employee engagement and motivation.   


Performance Management Support: Agencies help supervisors and other middle managers set up and oversee performance management systems, providing tools and guidance on how to communicate constructively, set goals, and recognise achievements. 


Career Development and Training: Career development opportunities, such as skill assessments, upskilling training programs, and career mentoring are offered directly, or in a tailored program. This helps employees grow within the company and feel invested in their long-term career path. 

Succession Planning: Agencies assist with succession planning by identifying and developing internal talent to fill key positions in the future, which helps in retaining high-potential employees who see a clear career progression. 


Employee Wellbeing Programs: Some agencies offer or recommend wellbeing programs that focus on mental and physical health, work-life balance, stress management, and other aspects of employee wellness, contributing to higher retention rates. 


Retention Analytics and Consulting: Recruitment agencies often provide data-driven insights and consulting services to help companies understand turnover trends, identify at-risk employees, and implement strategies to improve retention. 


Cultural Fit Assessments: Ensuring that new hires align well with the company’s culture is a key retention strategy. Agencies conduct assessments and interviews to match candidates not just on skills but also on cultural fit, which can lead to higher job satisfaction and retention. Read more about why cultural fit is so important and how to find it in your next employee here.


Mentorship and Coaching Programs: Agencies help set up mentorship programs where new or junior employees are paired with experienced mentors, fostering a supportive work environment that encourages long-term retention. 


Exit Interviews and Analysis: Conducting exit interviews to understand why employees leave and providing actionable insights to the company on how to address those issues in the future. Download our free Exit Interview template here.


Employee Recognition and Rewards Programs: Assisting companies in creating recognition and rewards programs that acknowledge employee contributions, which can significantly boost morale and retention. 


Workplace Flexibility Consulting: Offering guidance on implementing flexible work arrangements, such as remote work options, flexible hours, or job-sharing, which can be a major factor in employee retention. 


Diversity and Inclusion Strategies: Providing support in creating and implementing diversity and inclusion initiatives, which can improve employee satisfaction and retention by fostering a more inclusive and supportive workplace. 


Custom Retention Strategies: Tailoring specific retention strategies based on the unique needs and challenges of the company, including industry-specific approaches and personalised consulting. 

Almost all of these services are provided post placement, requiring a range of different skills and experience from recruiters. Typically, agencies will have Account Managers who not only perform all the recruiting work, but will work closely with an Operational Manager to facilitate implementation of these retention services or sometimes, assist in bringing some old strategies back to life.   

 

If you successfully implemented (or revived) just 3 of these retention strategies, what impact do you think that could have on your business or operation? 


The Power of Retention

The nexus between recruiting and retention is naturally occurring. Good recruiters want their candidate to not only last but develop in their role and become a valuable member of your Team. And for supervisors, floor managers and other middle managers who are time poor, having an Account Manager working with them on retaining new or existing employees adds value to operational performance. 

 

A good retention plan will involve targets and measures. Keeping track of key measures with your Account Manager is the objective data you need to assess whether the retention program is working, is on target and whether it needs some modification. 

 

Working with great recruiters and agencies who excel in finding the right people, remains valuable to your business or operation. But having proactive services aimed at retaining those great new recruits is now clearly recognised in the industry as the ‘other half of the job’. It’s the emerging recruitment agency service that really is a superpower for your business. 


If you're looking for a Recruitment Company who will not only help with finding you the right people, but who puts an emphasis on the retention of these people, reach out to us today!


📞 08 9477 7999
📧 
hello@irp.net.au


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A man learning what a landscaper does.
By Peter Spark January 30, 2025
Horticultural labourers and landscapers play a pivotal role in designing, maintaining, and enhancing outdoor spaces. While landscaping is often associated with creating visually appealing gardens and outdoor environments, the field is broad and includes many practical, hands-on roles focused on maintaining and improving functional outdoor areas. This article explores the responsibilities and duties of horticultural labourers and related job roles. From garden maintenance to commercial landscaping, these professionals help create and maintain outdoor spaces, ensuring they remain safe, attractive, and functional. Responsibilities and Duties of a Landscaper The responsibilities of a landscaper can vary depending on the specific role, but common duties include: General Maintenance : Tasks such as mowing lawns, watering plants, and weeding flower beds to maintain gardens and landscapes. 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Pathways for Career Development and On-the-Job Training Starting Small : Begin as a Yard Maintenance Worker or Lawn Mower to gain experience. Gaining Qualifications : Complete a Certificate III or IV in horticulture to access advanced roles. On-the-Job Training : Learn practical skills while working under experienced professionals. Specialising : Focus on areas like pest management, irrigation systems, or landscape design. Starting a Business : Many landscapers eventually become self-employed, enjoying the freedom to choose projects and clients. Projected Job Growth The landscaping industry is growing, with high demand for skilled professionals. Over 300,000 landscaping professionals are hired annually, and the field is projected to grow by 13.5% in the next five years. Why Choose a Career in Landscaping? A career in landscaping offers several benefits, including: Working Outdoors : Escape the office and enjoy a hands-on job in nature. Job Variety : Engage in diverse tasks, from planting flowers to designing outdoor spaces. Career Stability : With consistent demand, landscaping offers job security. Physical Activity : Stay fit and active through physically engaging work. Tips for Becoming a Landscaper or Horticultural Labourer If you’re considering a career in horticulture or landscaping, here are some steps to get started: Research the Industry : Talk to professionals and learn about the roles and responsibilities. Gain Basic Skills : Familiarise yourself with maintenance equipment like lawnmowers and hedge trimmers. Pursue Training : Enrol in courses or apprenticeships to build your expertise. Start in Entry-Level Roles : Gain practical experience as a Landscaping Assistant or Garden Maintenance Worker. Build Your Network : Connect with landscaping companies and professionals to find job opportunities. 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