In both of our training programs, we refer to the importance of building an active employer caseload.  These employers have the potential to become long term relationships for your business unit.

We define “active employers” as those where we have brokered a placement (and preferably outcomes) in the past 12 months.   This suggests you have had direct dialogue with the employer prior to the placement.

These relationships provide a window into your employer’s industry, eco-system and business conditions.  You know the decision makers and key influencers, understand their employee culture, and, hopefully, feel like you are in a partnership with them.

When the labour market softens, it is harder for many candidates to find their own employment.   They need your assistance to broker a job for them.  This is so much easier if you have a wide and deep active employer caseload to provide your candidates with options.

Importantly, active employers are more likely to provide you with repeat vacancies, often without you asking.  Even better, they tend to refer others to your business – helping to grow your relationships.

For senior leaders, the Federal Government is closely monitoring brokered placement ratios to determine which providers are truly engaging employers.  With one eye on the next jobactive contract, providers who are in a strong position to point Government to their many and varied active employers, are in a very strong position to tender to retain and grow their business.

There are a few ways you can grow your active employer base:

  1. Segment your employer relationships into Active, Lapsed and Found Own Employment organisations
  2. Identify who are your most valuable lapsed and FOE employers
  3. Develop a sales plan to reach out to the Lapsed/FOE segments
  4. Gain brokered placements and turn these into repeat business