Expand the Supply of High-Quality Candidates
by Bill Radin
No advantage is too small when faced with a difficult
search, and there's simply no reason not to ask for as
much help as possible before you begin-especially
from your client. Not only do I want to know the
sources of all candidates interviewed to date, I also
want to know where candidates with the requisite
skills might be found, such as competitors, companies
with similar products, non-profit organizations,
universities, research centers and so on.
It never pays to be shy when gathering useful
information. On one search assignment, I asked the
employer to run a computer printout of his company's
direct competitors, complete with their addresses and
phone numbers, and then circle the ones most likely
to harbor suitable candidates.
On another assignment, I had the gall to ask the HR
manager from my client's competitor…
Read the complete article here...
Quick Links...
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Hello!
Recruiters across the US, Canada, and the UK are
now uniting to work in teams, delivering quality
candidates to their clients. The increase in market
demand for qualified workers from hiring managers,
corporate recruiters and human resource
professionals has created opportunities for the new
staffing delivery model developed by HireAbility.
HireAbility offers customized solutions and services to
each of the three primary audiences that HireAbility
supports: Independent Recruiters, Staffing Agencies,
and Client/Company Hiring Managers &
Human Resources professionals.
The response to our "Best Practice" training events
has been tremendous, with hundreds of RSVPs
pouring in. If you know a speaker you would like to
recommend, or if you have a topic that you want to
request, please contact
me.
Thanks for your continued support. I look forward to
hearing from you.
Craig
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Recruiting Mastery Article
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How to Get Clients to Love Paying
Fees |
| by Scott Love |
Scott Love, renowned big-biller, consultant,
author, and speaker, gives this perspective on
demonstrating value for your clients.
Clients love to pay fees, at least they do when they
feel they are getting a value that is greater or equal
than what they're paying. If you can show a client
your value, then you'll never have to lower your
fees. Why should you? But everyone else is, you
might respond, and they can hire people cheaper
through a competitor that works at a lower fee.
Perhaps. But if they work through a competitor,
then they don't get YOU. YOU are a very large part
of the equation, more than you might even realize.
YOU are the reason this business never has been and
never will be a commodity. It is an intensely difficult
profession and an intensely personal one.
This people placing business is indeed a people
business. And your clients are making a decision
about working with you based on a certain hierarchy.
1. First, they are judging your competence. They
want to know that you can do what you say you are
going to do.
2. Secondly, they are judging your character. In
their minds you might be able to bring them a great
candidate, but are you going to stand behind your
replacement if something happens to the candidate
during the time of the guarantee period? They want
to know that you're not going to turn into a flake
when you get called on the carpet.
3. And third, they want to know that they will
enjoy working with you. Will they look forward to
your call, or are they dreading hearing the sound of
your voice? By understanding this hierarchy,
hopefully you can resist the urge to drop your fee
every time a client hints at wanting to get a fee
reduction.
Here is a four-step process to give you a competitive
advantage when a prospective client...
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Upcoming HireAbility Events
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Don't forget to RSVP for our upcoming events!
We've scheduled Best Practices events that are
conducted via conference call. We've also scheduled
several in-person Recruiting Seminars where you can
meet us, network with other recruiting professionals,
and learn about the products and services that
HireAbility has to offer.
Google Candidate Prospecting, by Shally
Steckerl
from JobMachine.net on October 20.
Recruiting Seminars
New Directions in Recruiting, by Craig
Silverman and
Andrew Stock in Boston, MA on October 25
and in
Philadelphia, PA on October 26.
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Ask Miss J — Fun & Advice
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Click on Miss J's photo (to the left) to email your
recruitment questions and problems to her!
Dear Miss J,
It seems to me that this whole recruiting thing is
just like dating; I look in all the right places for
the 'right one', and lo and behold, there it is - the
potential 'dream client'. I gather up the
courage to call the person and find out about them.
Then I relay how truly attractive I am (purely from a
business viewpoint that is). We talk a
little more, and then it's time for that first
date. Should I go? Is this
person right for me? Maybe we can
continue our relationship by telephone or email?
How do I know if this is a match made
in heaven or just an accident waiting to happen?
Signed,
Loveless of Lutherville, MD
Dear Loveless of Lutherville,
First consider whether it would be a worthwhile visit,
and then think about why you want to go on this
date (meeting) in the first place.
Will this meeting be worthwhile? Think,
how many awful dates have you had?
How many winking, food dribbling,
train-spotting washouts could have been avoided
with
just a few more qualifying questions?
When deciding on dates or client visits,
it is best to qualify them. A two-hour
drive to see a prospect that might have a
requirement in 6 months is probably not the best use
of your time. Admittedly, if that job was
going to be a $250k VP of Business Development with
a 25% fee, of course you would go! But
if it is going to be a $20 an hour tech support job
with a client that has no plans for growth and has
not taken on anyone new in 2 years - is this
your 'dream client'? If you have three
other meetings to go to in that town, with a time gap
to fill, then by all means…
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