How much would you pay for "a" passive candidate? - RecruitingBlogs2024-03-28T20:22:44Zhttps://recruitingblogs.com/forum/topics/502551:Topic:219555?x=1&id=502551%3ATopic%3A219555&feed=yes&xn_auth=noPaul,
Though many companies a…tag:recruitingblogs.com,2008-08-03:502551:Comment:2221282008-08-03T02:08:38.763ZJeff Weidnerhttps://recruitingblogs.com/profile/JeffWeidner
Paul,<br />
Though many companies are looking for the bottom line of a hired candidate. Many others just want to make sure they are making the offer to the "best" candidate available. Many of our candidates come in 2nd place to the candidate our client ultimately hires and I hear time and time again that they would not have made a final decision on that candidate unless they had seen the other candidates to benchmark the "best" candidate against.<br />
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Other clients are actually not looking to make a hire…
Paul,<br />
Though many companies are looking for the bottom line of a hired candidate. Many others just want to make sure they are making the offer to the "best" candidate available. Many of our candidates come in 2nd place to the candidate our client ultimately hires and I hear time and time again that they would not have made a final decision on that candidate unless they had seen the other candidates to benchmark the "best" candidate against.<br />
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Other clients are actually not looking to make a hire but are looking for market intelligence by intervewing candidates from their competitors. It's sneaky but it works. That market intelligence can be worth far more than any amount contributed to the bottom line from a hire. Don't believe me ask Apple or Google. They are notorious for being "need to know" product environments. Only the "top" people know the final details of a product release date, feature specs or pricing etc. Even the recruiters placing candiates in those product engineering groups do not know the details of what they are truely looking for and are only giving "generic" job descriptions.<br />
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Less prevalent is when a client scraps the development of an entire IT system (4 million in development costs saved) because after weeks of searching for a specific type of DB Administrator for an obscure database and realizing there were only a select few in the country that wanted to be an Administrator for it. They obtained this information by interviewing candidates that had the experience. So after identifying and developing 7 qualified candidates and realizing there was only about 100 potential candidates in the entire US the company decided to go with a more popular database, Oracle.<br />
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Jeff Weidner It seems like what Jack is as…tag:recruitingblogs.com,2008-08-02:502551:Comment:2220742008-08-02T21:07:58.048ZPaul Lovallohttps://recruitingblogs.com/profile/PaulLovallo
It seems like what Jack is asking is, what is the value of a resume that has been either <b>"referred"</b> or <b>sourced</b> through networking?<br />
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The simple answer is $0 unless there are measurable results; <b>a)</b> a <b>placment</b> that is billable or <b>b)</b> it leads to <b>"new business"</b> (sales lead) that creates <b>revenue</b>. anything less its another resume in the database!
It seems like what Jack is asking is, what is the value of a resume that has been either <b>"referred"</b> or <b>sourced</b> through networking?<br />
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The simple answer is $0 unless there are measurable results; <b>a)</b> a <b>placment</b> that is billable or <b>b)</b> it leads to <b>"new business"</b> (sales lead) that creates <b>revenue</b>. anything less its another resume in the database! I won't say what we pay for a…tag:recruitingblogs.com,2008-07-31:502551:Comment:2205522008-07-31T21:58:58.750ZJeff Weidnerhttps://recruitingblogs.com/profile/JeffWeidner
I won't say what we pay for a candidate but I will say what we charge for a candidate. Since we're a Candidate Pipeline Development(TM) firm this is right in our realm of expertise.<br />
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Internet Name Generation only - $20 per name which includes name, title, company, phone and sometimes we can get direct line and an email address<br />
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Phone Name Generation - $50 per name name, title, company, phone and sometimes we can get direct line and an email address<br />
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For fully prescreened qualified and…
I won't say what we pay for a candidate but I will say what we charge for a candidate. Since we're a Candidate Pipeline Development(TM) firm this is right in our realm of expertise.<br />
<br />
Internet Name Generation only - $20 per name which includes name, title, company, phone and sometimes we can get direct line and an email address<br />
<br />
Phone Name Generation - $50 per name name, title, company, phone and sometimes we can get direct line and an email address<br />
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For fully prescreened qualified and interested candidates we charge from $750 per candidate up to $5000 per candidate depending on if there any special circumstances. The smaller the pool of candidates the larger the fee per candidate. A special circumstance might be, relocation, security clearance, VP CxO or Board level titles, making more than $200K per year etc. All candidates are guaranteed to meet the minimum qualifications set forth by the hiring manager or recruiter and will be interested in having at least a 30 minute phone interview to discuss the oppty.<br />
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On an hourly rate we charge $65 per hour, no matter what the service is you are requesting. The only difference is we also provide weekly metric reports on activities, target analysis, candidate summary, project summaries to back up the ROI. By going the with the hourly rate clients can reduce the overall cost per Q&I candidate by as much as 50% depending on the types of positions.<br />
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I hope I didn't make it too "salesy" wasn't my intention but kinda tough to answer this type of question without souding salesy.<br />
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We based our pricing on the average cost of a placement fee of 20% on a minimum of $70,000 per year salary or $14,000. We try and make the client a hire and give them more candidates to choose from for 1/3 to 1/2 less. But then we aren't providing full fledged contingency service either.<br />
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Jeff Weidner<br />
HTC Research Corp<br />
jeffweidnerlinkedin@gmail.com (8500+ and counting) Rob, that's really great info…tag:recruitingblogs.com,2008-07-31:502551:Comment:2204532008-07-31T20:50:59.839ZJackChanghttps://recruitingblogs.com/profile/JackChang
Rob, that's really great information to me. I know, I know, you mean, we should have a market position. Payment is not always the same.<br />
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Btw, have you ever use theLadders? How you think about it?<br />
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-Jack
Rob, that's really great information to me. I know, I know, you mean, we should have a market position. Payment is not always the same.<br />
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Btw, have you ever use theLadders? How you think about it?<br />
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-Jack Jack - average is the middle…tag:recruitingblogs.com,2008-07-31:502551:Comment:2204232008-07-31T20:35:50.160ZRob McIntoshhttps://recruitingblogs.com/profile/cambor
Jack - average is the middle point in the string :-)<br />
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In Human capital where we don't sell/buy widgets, there is generally no avg. Ask most recruiters what the avg req load, time to fill, etc, etc and you will get wild variations on the answer.<br />
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You have to work out what you are selling to whom and put stakes in the ground on the cost of those service offerings.<br />
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If you sell a resume you get off a large label job board then X<br />
If you get a resume from lots of networking, cold calling, research…
Jack - average is the middle point in the string :-)<br />
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In Human capital where we don't sell/buy widgets, there is generally no avg. Ask most recruiters what the avg req load, time to fill, etc, etc and you will get wild variations on the answer.<br />
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You have to work out what you are selling to whom and put stakes in the ground on the cost of those service offerings.<br />
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If you sell a resume you get off a large label job board then X<br />
If you get a resume from lots of networking, cold calling, research (proactive work) then Y<br />
If you just find a name and contact details then Z<br />
If the candidate is then qualified and interested (QIA) then X or Y to the Power of 2/3/4.....<br />
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The above could be a flat price per deliverable or by the hour for x names/resumes<br />
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I have seen name gen for $.40 a lead to $75... to $130 an hour<br />
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I have seen a QIA from a few hundred dollars to 1 candidate with an associated fee of 175k<br />
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As you can see......there is no average in recruiting<br />
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I have send Thank you, Rob. You help me t…tag:recruitingblogs.com,2008-07-31:502551:Comment:2203842008-07-31T20:20:54.947ZJackChanghttps://recruitingblogs.com/profile/JackChang
Thank you, Rob. You help me to figure out an important issue. Payment is not always the same, that depends on level, corp. and some other factor. Indeed, I just want to figure it out the average level. -Jack
Thank you, Rob. You help me to figure out an important issue. Payment is not always the same, that depends on level, corp. and some other factor. Indeed, I just want to figure it out the average level. -Jack Indeed, what I mean is you ha…tag:recruitingblogs.com,2008-07-31:502551:Comment:2203802008-07-31T20:18:57.839ZJackChanghttps://recruitingblogs.com/profile/JackChang
Indeed, what I mean is you have successful hire an applicant from us, how much would you pay for it. You needn't pay by month to post ad to big job board, but pay by performance. If succeed, how much would you pay. If failed, of course, you need not pay any fee. Thanks. -Jack
Indeed, what I mean is you have successful hire an applicant from us, how much would you pay for it. You needn't pay by month to post ad to big job board, but pay by performance. If succeed, how much would you pay. If failed, of course, you need not pay any fee. Thanks. -Jack Ha...the old how much questio…tag:recruitingblogs.com,2008-07-31:502551:Comment:2200062008-07-31T16:11:33.084ZRob McIntoshhttps://recruitingblogs.com/profile/cambor
Ha...the old how much question.<br />
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Answer: Whatever the market will bear and the person you are directing the question too.<br />
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If I am a TPR that is trying to fill a 500k role with a 150k fee attached and you waved the perfect candidate under my nose where there might only be 3 of them in the known universe.......well then the more active/interested the candidate is the more I would be willing to pay. The same applies if you just sent me the bio of the perfect candidate (no resume) who is fully…
Ha...the old how much question.<br />
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Answer: Whatever the market will bear and the person you are directing the question too.<br />
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If I am a TPR that is trying to fill a 500k role with a 150k fee attached and you waved the perfect candidate under my nose where there might only be 3 of them in the known universe.......well then the more active/interested the candidate is the more I would be willing to pay. The same applies if you just sent me the bio of the perfect candidate (no resume) who is fully passive (hate that word btw), then I would still probably pay a lot given the large fee but not as much as the fell into my lap, ready to go candidate. How much of the 150k people might give away is a personal call (I know my limit though :-)<br />
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Now if I am a Corporate Recruiter my answer is going to be way different as I am not going to be paid a 150k fee. It will then depend on more factors than I have room to outline here (budgetary, relationship with hiring manager, company strategy, cultural approach, on and on)<br />
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So the real question you are really asking is.....<br />
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"How long is a piece of string"<br />
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Unless you want to redefine and redirect the question to whatever audience you are after here.<br />
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my 2 cents Jack,
Do you mean for a place…tag:recruitingblogs.com,2008-07-31:502551:Comment:2199362008-07-31T15:35:59.445Zpam claughtonhttps://recruitingblogs.com/profile/pamclaughton
Jack,<br />
Do you mean for a placed candidate or just a single passive candidate that may or may not be placed? If so then I agree with Jerry, a name or resume is not a candidate, it's just potential that may or may not be realized. $400 is a bit steep for that, when you consider that for that same price you have access to thousands of resumes on Monster.
Jack,<br />
Do you mean for a placed candidate or just a single passive candidate that may or may not be placed? If so then I agree with Jerry, a name or resume is not a candidate, it's just potential that may or may not be realized. $400 is a bit steep for that, when you consider that for that same price you have access to thousands of resumes on Monster. All people in the world fall…tag:recruitingblogs.com,2008-07-31:502551:Comment:2198992008-07-31T15:20:02.520ZJerry Albrighthttps://recruitingblogs.com/profile/JerryAlbright
All people in the world fall into one of these two categories: active and passive.<br />
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So your real question is "How much would you pay for a resume?"<br />
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My answer is: nothing.<br />
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Sorry to be so exact here Jack. I realize you're trying to do something different. But people aren't going to pay much for "passive" resumes. At least I won't. But if you do find someone willing to pay even 10 cents for a resume - I've got a few thousand dollars worth I'd love to share!
All people in the world fall into one of these two categories: active and passive.<br />
<br />
So your real question is "How much would you pay for a resume?"<br />
<br />
My answer is: nothing.<br />
<br />
Sorry to be so exact here Jack. I realize you're trying to do something different. But people aren't going to pay much for "passive" resumes. At least I won't. But if you do find someone willing to pay even 10 cents for a resume - I've got a few thousand dollars worth I'd love to share!