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It’s More Important How a Candidate Feels About Your Job Than What They Know About Your Job

In the fast-paced world of recruitment, the focus is often on qualifications and experience. However, at Star Personnel Recruitment, we believe that hiring based on attitude is just as crucial, if not more, than focusing solely on qualifications and experience. Our approach emphasizes the significance of a candidate’s passion, drive, and enthusiasm for the role, as these qualities often determine long-term success and fulfillment within a position.

Skills Can Be Taught, Passion Is Invaluable:
While qualifications and experience provide a foundation, skills can be learned and honed over time. What truly sets a candidate apart is their attitude towards the job. Passion and enthusiasm breed motivation and a willingness to learn and adapt. Candidates who genuinely love what they do bring a level of dedication and commitment that is invaluable in any role.

Figuring It Out Through Passion:
Passion drives individuals to go above and beyond, to seek solutions, and to continuously improve. When a candidate is genuinely passionate about a role, they are more likely to invest the time and effort needed to excel. Their enthusiasm becomes infectious, inspiring others and fostering a positive work environment.

Cultural Fit and Team Dynamics:
Hiring for attitude also plays a significant role in ensuring a strong cultural fit within the organization. Candidates who align with the company’s values and vision are more likely to integrate seamlessly into the team, enhancing collaboration and productivity. A positive attitude can uplift team morale and contribute to a harmonious work environment.

Empowering Growth and Development:
By prioritizing attitude in the hiring process, employers empower individuals to grow and develop within their roles. Passionate employees are eager to expand their skill set, take on new challenges, and contribute meaningfully to the organization’s success. Their enthusiasm drives innovation and fosters a culture of continuous improvement.

At Star Personnel Recruitment, we advocate for a holistic approach to recruitment that values attitude alongside qualifications and experience. By focusing on a candidate’s passion, drive, and alignment with the job role, employers can build a team of motivated individuals who are driven to succeed and make a lasting impact. Remember, it’s not just about what a candidate knows about the job—it’s about how they feel about the job. Hiring individuals who are genuinely passionate and enthusiastic can lead to unparalleled success and growth for both the candidate and the organization. Embrace the power of attitude in your recruitment process and witness the transformative impact it can have on your team and your business.Tall african manager with big smile holding thumbs up and looking away. Charming girls working as managers posing in office next to table with laptops on it and laughing.

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Embracing Retainer-Based Recruitment: A Paradigm Shift for South Africa

In today’s competitive and fast-paced business landscape, the “war on talent” has become an all-encompassing challenge for companies worldwide. The ability to secure top-tier talent is essential for sustained growth and success. Internationally, the recruitment industry has been adapting to this reality by shifting towards retainer-based recruitment, a practice that offers a myriad of advantages for both clients and recruiters alike. However, in South Africa, this trend is yet to gain the momentum it deserves. In this article, we will explore the benefits of appointing a recruitment firm on a retainer basis, rather than a traditional success fee (contingency) model, and how it can revolutionize the way companies secure top talent in the region.

Advantages of Retainer-Based Recruitment:

  1. Enhanced Commitment and Priority: By engaging a recruitment firm on a retainer basis, companies foster a stronger commitment from the recruiters. Retained roles receive heightened priority, ensuring that the search for talent receives the utmost attention and dedication. Recruiters are incentivized to invest more time and effort in understanding the client’s specific needs and culture, leading to a more tailored approach in identifying the right candidates.
  2. Focused and Selective Assignments: Retained recruiters take on fewer assignments compared to their contingency counterparts. This strategic approach allows them to focus on delivering quality rather than quantity. With the assurance of a steady income, recruiters can be more selective in the roles they take on, enabling them to invest the necessary time and resources in sourcing top-tier candidates effectively.
  3. Professionalism and Transparency: Adopting a retainer-based model adds a level of professionalism to the recruitment process. Recruiters can confidently present themselves as retained partners of the client when approaching potential candidates. This transparency fosters trust and credibility, making the candidate feel valued and respected from the outset.
  4. Improved Collaboration and Feedback: Retainer-based recruitment promotes better collaboration between the client and the recruiter. A consistent feedback loop is established, allowing the hiring manager to stay informed about the progress of the search and the candidates approached. This open communication ensures that the recruitment strategy can be fine-tuned throughout the process, leading to more successful outcomes.
  5. Demonstrated Commitment: By opting for a retainer model, clients display their commitment to the recruitment process. This investment signifies that the client is genuinely interested in securing the best talent for their organization. It showcases a long-term approach to talent acquisition and sends a positive message to potential candidates about the company’s dedication to its workforce.
  6. Shared Risk and Lower Rates: Retainer-based arrangements often involve sharing the risk between the client and the recruiter. This shared responsibility incentivizes the recruiter to work diligently to find the most suitable candidates. Consequently, recruiters may offer their services at a lower rate, making it a cost-effective option for companies seeking top talent.

Disadvantages and Mitigation:

  1. Engaging the Right Recruiter: One potential risk of retainer-based recruitment lies in engaging the wrong recruitment firm, which might lack the capacity or expertise to fulfill the role effectively. To mitigate this, companies should conduct thorough research and due diligence before selecting a recruitment partner. Look for a firm with a proven track record, industry experience, and a solid understanding of your company’s needs.


As the global marketplace for talent continues to intensify, the recruitment industry must adapt and innovate to meet the challenges of securing top-tier candidates. Embracing retainer-based recruitment offers significant advantages for both clients and recruiters, fostering enhanced commitment, professionalism, collaboration, and shared risk. While South Africa might be lagging behind in this trend, the time has come for companies to explore the benefits of this approach to gain a competitive edge in the “war on talent.” By strategically selecting the right recruitment partner and adopting a retainer-based model, South African businesses can revolutionize their talent acquisition strategies and unlock unprecedented growth and success in an increasingly competitive world.

Star Personnel Recruitment

Star Personnel Recruitment