ers are becoming more adept at recruiting and have the time to do so, it spells trouble for staff recruiters.
2. When I read the post headline I thought it would be about the general practice of starting searches de novo (from scratch) rather than building an ongoing machine that adapts to current searches rather than the other way around, including constant production of useful byproducts for other recruiters/stakeholders.…
save a search against a job (which is actually needed for OFCCP compliance) or as a "macro" so it can be used again for added to a future search. Searches can also be saved as Notes against a requirement or a Hiring Manager record. I'm sure other products have similar capabilities that save time so recruiters don't have to start every search from scratch - particularly if they source for recurring requirements or niche specialties.…
f your companies ever look for EMEA/European based staff. I am a bit of a specialist in early stage tech companies and have helped some US companies build their operations from scratch in EMEA. I thought there may be potential for mutual benefit between us. If not, no worries, and nice to 'meet' you.
h. I think it's really hard for any sales person (and yes this includes recruiters) to start over in a new company. Rarely can you take your entire book of business with you so you're stating practically from scratch. If you've enjoyed being king of the hill for a number of years (like Baker) it is especially tough to start over brand new.
I'd personally rather recruit engineers.…
ubmit candidates that highly qualified for a job. If it is a new search and I am starting from scratch, meaning I don't have a candidate pool already from a similar search I let the client know it might take me a few days to get up and running. Then I wow them with quality candidates and I work hard to make those difficult placements in a timely manner.
bly have either previous experience in Technical Sales or a background in the staffing industry. Candidates need to want to work hard, learn on the job, and create and build long term, strategic business relationships with large established clients.
Our Sales force can sell all of our services across multiple vertical markets including Direct Hire recruiting services, Contingent staffing, Managed Service Programs, and IT & HR Outsourcing.
Qualified Business Development candidates will:
·Develop strategic sales opportunities from scratch designed match the candidate base of the recruiters.
·Identify target accounts, build leads from scratch, cold call, canvas, set appointments and present services to key client players.
·Build relationships at all levels of the client’s organization.
·Negotiate contracts and rates, and assist in closing deals with candidates.
-Resolve issues with services or consultants at the client site.
·Manage contract employees while on assignment
·Attend networking functions and promote the brand of Parallel HR.
·Communicate effectively with others in order to create a productive and diverse environment
·Maintain relationships with industry contacts to gain industry knowledge and get referrals
Qualified candidates for the Business Development position must:
·Have a proven track record in Sales
·Have a Bachelor's degree or related sales experience
·Be available to work before/after typical office hours as work may demand
·Possess strong written and oral English communication skills
·Be familiar with Microsoft Word and MS Outlook (or similar email application)
·Have a desire to learn and advance in a fast paced sales environment and be
capable of regularly using good judgment and discretion to accomplish goals and work requirements
Candidates will receive a competitive base salary, commission, and a benefits packageincluding comprehensive Medical Insurance and Vacation Pay.
For more information please contact a recruiter at:
Parallel HR Solutions
s and downs, assess if starting your own firm makes sense.
Step 3: Develop a business plan. Decide what industries you'll recruit for, perm/flex, and what your niche/selling points will be.
Step 4: Launch, but only if you are sure you can recruit in an ethical, efficient manner. There are too many lightweights in the industry giving good recruiters a bad name. Don't do that!
I'm afraid if you are trying to start in business development from scratch, you are endeavoring on a transatlantic voyage on a sinking ship.…
ten taking 3-6 months to start ramping up.I agree with what you said in principle, but I've moved from Accounting to I/T in 1983, I/T to Defense in 2003, assisted a Medical Devices company find Engineers, and assisting a recruiter in Software Sales--and I can say it's like being out of shape.Takes ramp up time to be effective. You switch your discipline at your own risk, as you do remaining in your discipline.…