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Do Recruiters Need to Focus on Candidate Retention Rather than just Introduction?


Are recruiters responsible for retention or is that up to the hiring businesses themselves? I have recently read many blogs and posts toing and froing with the idea. Unsurprisingly, the general consensus differs from Recruiters to Hiring Managers.

From the Recruiters camp it is a resounding NO!  Retention is not the responsibility of recruiters:

“Retention begins where the recruiting road ends and Recruiters are third party service providers hired to deliver a product: a candidate. This candidate is screened by the client, interviewed by the client, poked, prodded, brain-teased and background-checked by the client before an offer is extended, accepted and a start date agreed upon.”

“If you ask a hiring company when retention begins they will respond “with an employee’s first day of employment”. If a recruiter gets a call 90 days after placing a candidate and the hiring company says the employee they provided a recruiting service for is not working out and they don’t need another and want a refund, what are you to do at that point? If this employee says after their first 90 days they have barely met any of the internal staff, have not been provided a permanent work area or computer, have not been reimbursed for moving or their boss has not made them feel welcome, is that the recruiter’s fault? All of the aforementioned items are directly related to retention, not recruiting. These employees don’t report to the recruiter. Recruiters have no ability to ensure proper retention is being carried out for new and existing staff.”



Roy Ripper is one of the most charismatic and widely-followed trainers in the worldwide recruitment industry.

For more than 25 years his passion has been helping recruiters take their careers and businesses to another level by inspiring personal & business growth, success and achievement.

Roy’s core techniques for success as a recruiter and his strategies for creating business growth come from his own professional experience and his work with some of the leading names in the industry.

Roy began his career as a consultant specialising in selling client-paid recruitment advertising. Three years later he went on to set up a specialist executive search company with James Caan (CEO of UK private equity company Hamilton Bradshaw and ‘Dragon’ from the BBC’s popular Dragon’s Den series) working on a 100% retained basis. He then undertook a recruitment training apprenticeship with the legendary Tony Byrne and later worked alongside Ann Swain (now CEO of APSCo) at Learning Curve. Roy was then approached to set up the executive search division (100% retained basis) of Corporate Services Group, a £350million turnover plc. After successfully growing the business from 0 to 25 revenue producing consultants and a £2million profit within 2 years, he made the move to full time training and consultancy.

Roy Ripper has since helped more than 47,500 recruiters from more than 35 countries transform their careers and businesses through his books, podcasts, DVDs, online training products, live events and personal coaching. He’s been fortunate to work with some of the largest and most successful businesses in the worldwide recruitment industry, but holds a special affinity with small business owners. Roy is regularly invited to contribute to trade journals and speak around the world.


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