I was asked the other day: Why Recruit Complete?

 In Recruit Complete

I was asked the other day: Why Recruit Complete?

When did you decide to develop this platform and what was the compelling proposition?

For some reason or another I have always been of the opinion that there is no such thing as half right, or good enough. Even the concept, no matter the wisdom, of a minimum viable product has been a struggle for me.

Recruitment is an interesting challenge – essentially a two-sided marketplace. 

You need candidates to attract customers to your offering and you need customers to attract candidates.  That conundrum requires strong CRM system capabilities as the needs of both are very different.

Secondly, especially where the recruitment company provides contingent labour, the compliance and processing is complex.  The provision of staff to meet a company’s requirements is only half the solution. The complexity of Awards, especially in our current environment where wage theft has been so topical, places real demands on the solutions a recruiter needs to rely on.

There is a plethora of CRM systems in the market and there are many timesheet and award interpretation systems.  Connecting them, while a challenge, admittedly is easier to do today than it was 5 years or more ago.  In our industry the 2 different systems are typically referred to as front office and back office.

However, the connection is less about the data transferring between the front office and the back office, and is more about the constant back and forth. We are not dealing with a nice linear process, where you finish front office activities and hand over to the back office.

Consider the common scenario.

I am meeting with a prospect.  I want to provide temporary labour to help them smooth demand.  Naturally, my prospect is keen to understand how much we will charge per hour.  This might seem a simple calculation, but it is not.  It depends on the position, it depends on the award, the locality of the job (think state-based payroll tax), work cover, super thresholds and when the work will be performed.

CRM systems are not capable of making these calculations.  These calculations in a non-complete solution sit with the back-office function – or maybe you have separate rate calculators, but the problem remains.

So, in a non-complete integrated solution, how does the back office receive all the information to make decisions like these?  Traditionally, back office does not assist the recruiter in this situation. He/she needs to live in spreadsheet world, and re-enter the same data multiple times, taking time and introducing error.

A complete solution.

A complete solution like Recruit Complete is based on the premise that you capture the information and properties once and re-use.

In the above scenario, the recruiter builds the requirement in front of the client, including the schedule.  The complete solution processes the job as proforma timesheets and proforma invoices, and immediately the recruiter can confirm cost and confirm margin.   The risk of making mistakes in pricing becomes a thing of the past.

Now the recruiter wins the deal and supplies the candidates to fill the requirements.  All that is required now is for an appropriate person; a customer or recruiter to approve the proforma timesheets for the process to be complete.  The candidate is paid correctly, no matter how complex the award, and the customer is invoiced using the same attributes used to calculate payroll.

Integrity is ensured, the recruiter’s risk of compliance to payroll law is mitigated, and the customer will get accurate invoices – all from a single data point.

Integrity is the key element here and it is assured when the recruiter has a complete solution.

The value of Integrity – that is what drove us to develop Recruit Complete.

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