University Staffing Whitepaper FINAL 27729 TA 191224 - Flipbook - Page 7
The different staf昀椀ng service
models available to UK universities
There are a range of different staf昀椀ng
solutions for universities to choose from
– each with their own distinct potential
bene昀椀ts and drawbacks. When thinking
about which one might be the best 昀椀t
for their institution, head of昀椀ces need to
think about the speci昀椀c challenges they
currently face, how those are creating cost
pressures, and which solution would be
most effective in alleviating present and
future challenges.
Retainer-based supply arrangements
A retainer-based supply arrangement involves a university
engaging a single staf昀椀ng agency for a 昀椀xed period, for
a 昀椀xed cost. The arrangement can cover one or multiple
faculties and can be 昀氀exed to cover speci昀椀c occupations.
It is the most 昀氀exible staf昀椀ng arrangement beyond ad-hoc
recruitment services and offers reduced service fees in
return for a mutually agreed exclusivity arrangement. The
agency works exclusively on 昀椀lling all the client’s vacancies
and charges a recurring monthly fee, typically at a lower
cost than is applied for ad-hoc recruitment services.
How does this apply to universities?
For universities looking to control their costs, inconsistency
in approaches, payment models, and staf昀椀ng costs,
can quickly cause problems when allocating funding or
ensuring quality of service. Having a single agency on a
retainer helps alleviate the risks of this disjointed, ad-hoc
approach and provides the consistency required for cost
management. It gives head of昀椀ce and department teams
the con昀椀dence that both temporary and permanent staf昀椀ng
shortages are always at the top of their agency’s agenda.
Not only can this drive a more consistent approach to
staf昀椀ng – but potentially big savings too.
One university saved over £150,000
in staf昀椀ng agency spend by
consolidating their supply chain
with us. We introduced a
retainer-based supply arrangement
with the introduction of uniform
pay and charge rates across
the entire institution.
Bene昀椀ts:
Fee guarantee – you pay what you sign for,
giving you more control and consistency over
recruitment processes.
Uniform pay and charge rates across departments,
functions, or occupations agreed.
Greater accountability and transparency in the
dedicated supply relationship.
Higher visibility of agency staff demand, supply,
and spend.
Potential disadvantages:
Potential lack of expert specialists due to only
working with a single agency.
It can incur higher costs when compared to other
service models with upfront costs.
There is potential for universities to achieve similar cost
savings by introducing a clearer approach to pay and
charges through retainer-based supply arrangements. But
agency partners need to be carefully selected to make sure
they are best positioned to drive value, as well as ef昀椀ciency.
7
