One of the biggest things holding recruitment businesses back?
Great people in the wrong roles.
It can be a natural progression in business where someone’s put into a role because it fits the business model, not because it plays to their strengths or what actually drives them. That misalignment costs more than you’d think.
I recommend a different approach.
I work with recruitment business owners to look at their team’s core skills, what motivates them, and where they’ve got real potential. We then align roles to their people—not the other way around— with tailored development plans, so they get a team that actually delivers on their KPIs and milestone results, who drive innovation, and boost revenue through greater productivity.
What does that mean in real terms?
???? Higher retention
???? More revenue with greater profitability
???? Better performance across the board
It’s not about shuffling the org chart for the sake of it. It’s about making sure your people are in roles where they want to perform—and naturally do.
It’s also about how people’s roles support and interact within each team and the business. That much maligned term of ‘synergy’ applies where results can be greater than the sum of the parts, if partnered effectively.
I don’t believe the 360 recruiter model is outdated, particularly for smaller businesses, but it’s not the only model and does not fit all – people or businesses, particularly with the benefits of targeted AI.
If you’ve got great consultants but you feel like you’re not quite unlocking their full potential, it might be time for a rethink.
I’m happy to share some strategies and practical solutions bespoke to your recruitment business that will deliver for you.
