eans. They need to follow up the emails with calls, and they need to be consistently keeping in touch with companies they want as clients, not just making random calls once or twice and then that's it. They also need to be gathering information from their candidates, as to what they see in the market, what companies they're liking, where they are taking jobs, etc.
They also need to focus on filling every req they take and growing business within the clients they have, that is where the real payoff comes.…
and they dont already have them. But when it comes to finding new clients your issue can often be a barrier to getting new recruitment clients on to our books. Our approach is to focus on the key obective of "successful placements". If we get a candidate to a recruiter 2 days earlier than if they had found the person themselves and they make a $20k fee that they might otherwise have missed then everyone is happy. Our clients agree with this approach but other potential clients dont buy into it.…
ing process looking at “who can I eliminate from contention for the job” (a negative mindset) rather than approaching the responsibility with “what does this person offer that can really bring value to the job” (a positive mindset).
There are three important reasons for us to be aware of our screening approach, aside from it being a negative way of going about things.
The talent shortage is not going to go away. As such, the need to have an inclusive approach to screening becomes paramount.
If an organization is really committed to diversity in its workforce, having such an ‘exclusive screening’ and recruitment process really goes against all that this stands for; suggesting it is all just lip service.
Those of you involved in recruitment may also find a whole new level of personal satisfaction from the recruitment function.
I would welcome your thoughts on the topic, as it is only something very recent that I’ve been considering. No doubt there are many views and different factors I have not considered here.…
When I heard about BountyJobs it sounded like this to me:
"Hey Steve. Would you like to pay to be the 8th or 9th search firm to work on this open position? You might get access to the hiring manager but that's up to them. It will be a race to see who can get to the right candidate first. Oh, and if you win we'll take 25% of your fee."
This model appears to violate a few guiding principles for running a successful search firm:
Retainer or Exclusivity.
Access to the entire hiring team.
Partnering with client to engage and maintain candidate interest.
Also, I would expect that this multiple recruiter approach is confusing to the candidate pool by allowing multiple search firms to simultaneously approach the same candidates. In reality there are probably less than 50 ideal candidates in the region for each critical senior open position. Does a company really need 9 firms to find and engage those candidates? Approaching the same candidates through different firms simultaneously can make a hiring company look desperate and can raise red flags from a candidate's perspective.…