Combining Temporary and Permanent Recruitment

Most RSLs and Not For Profit organisations deal with temporary recruitment needs and permanent hiring separately; with different processes, stakeholders and candidate experiences taking place. Should they instead consider combining temporary and permanent recruitment within on management structure, operational process and technology application?

In today’s challenging operating environment – is this really the best way forward?  In this blog we explore the benefits of bringing temporary and permanent recruitment together under one service; overseen by HR. 

The management of temporary agency supply contracts has often been the domain of procurement, with their key function focused on making sure that costs are kept to a minimum.

Not for Profits and RSLs often need temps fast (often to cover shifts), and they need to spend as little money as possible given the current economic environment they are operating in.

HR oversees permanent recruitment; managing the many challenges that volume front-line requirements create, and sometimes using a PSL.

The benefits of combining temporary and permanent recruitment

Let’s look at some of the reasons you may benefit from combining temporary and permanent recruitment:

All recruitment starts with a requirement from your internal Hiring Managers, who often have to juggle both temporary and permanent recruitment processes.  So much the better for them, their time and your organisational ROI to have one key recruitment partner who can help navigate the best outcomes, regardless if it is a temporary or permanent recruitment need.

A joined up recruitment service with visibility of all component parts makes it easier to develop recruitment strategy that is fit for purpose.  Once established, this becomes easier to communicate through one universal “recruitment” communication; reducing mixed messages and confusion.

A combined temporary and permanent recruitment service can be run through one piece of software, making compliance much easier!

Having temporary and permanent recruitment in one system also drives efficiencies, such as prioritising permanent recruitment over temporary hiring.  Single systems can then generate combined data and management information to give an accurate picture of recruitment spend and an overview of how well you’re meeting objectives.  The best way to reduce spend is to stop using so many temps, so understanding where they are and why they are being used then is critical.

Temporary and permanent recruitment reports

Recruitment report

One set of management information also makes it easier to benchmark important measures such as % of temporary spend per home or service against the permanent spend.


Latest trends

Having a fractured focus, with a financial oversight on temporary recruitment and an HR oversight on permanent recruitment can sometimes be a symptom of either a lack of internal capacity or lack of experience in driving a combined service.  In this instance outsourcing may be a consideration.

The current market has seen more demand in this area recently with several tenders being released for a combined (Temporary and Permanent) recruitment partner who can deliver a MSP and permanent recruitment model.

Cohesion evidence suggests that the best results in terms of quality, efficiency and ROI are now being delivered by these combined models, overseen by HR.

Writing Good Job Adverts to attract talent

Writing good job adverts is an integral part the recruitment process

Writing good job adverts can contribute to the success of your company, by attracting talented employees. With that being said – are you writing good job adverts?

Attracting the right applicants is a fundamental part of the recruitment process. Because of this, writing good job adverts is a skill in itself.

You may not have the luxury of hiring a great copywriter – so, we’ve listed our top tips for writing the best job adverts:

1. Find the right audience

It’s one thing to write a good job advert – but another to make sure that it’s reaching the right candidates. Try and put yourself in their shoes. This will allow you to determine the best place to reach them.

Creating an ideal candidate persona may seem far-fetched. However, doing so helps to better position your job posting to give you the best chance at reaching the right talent.

2. The Human Factor

A successful job advert is not one which receives the most applications – it’s the one which attracts the right type of candidate for the role.

Consider this: how would you describe the role to a friend? Let the candidate know what’s in it for them! Boring language and basic formats are the biggest no-no’s when it comes to adverts – use your personality to make it shine.

Adapting your tone or style of writing can make a huge difference in encouraging your candidates to apply. Therefore, you should check out what other adverts are saying – as a means of comparison.

3. “This fits just right,” said Goldilocks

Not too long, not too short. The length of your job advert should sit in the ‘Goldilocks Zone’, as well as helping them decide if they fit the role.

Reading over 1,000 words is more than enough to deter a candidate. Break up the content – use bullet points and short, punchy paragraphs to get straight to the point. Maybe even include a short video, so it’s not all text?

4. Paint a picture of what success looks like!

Tell the candidate what they can expect to achieve within the first 6 months. What skills will they pick up? What will they be able to do that they couldn’t do before? Candidates will want to know how the job is going to help them progress – in both a personal, and a professional capacity.

As well as highlighting the things that they will learn – give them a taste of the challenges they might face. You’d like to think they’ll know that the job won’t be easy. But, outlining some of the main things that they will have to deal with will help put this into perspective.

Painting a picture of what success looks like gives potential applicants the opportunity to understand whether or not the role is for them. Align their objectives with what they can achieve by working for you. This helps them to re-evaluate if they really want to join your business for the right reasons. Furthermore, it helps to filter out unsuitable candidates before you even begin the recruitment process.

5. Encourage your readers to apply

Good job adverts help a reader to determine if they would like to apply. Drive interested job seekers to the application process by providing clear instructions, links and a call to action.

A job ad is your opportunity to leave a lasting impression of your company. Hone in on why joining your company is in the candidates’ best interests. Taking our top tips into account will get you well on the way to writing good job adverts – helping you to start attracting great, new talent today.

7 Steps to the best Recruitment Campaign ever