A very simple question...well, perhaps two.

I'm consistently impressed with the folks on recruitingblogs. Specifically, the varying philosophies and methodologies that span this blog all pointing to one common goal; client satisfaction. With this in mind I have two questions:

1) What is the value that you, as an external recruiter offer your client - (what do they pay you for?)

2) Do your clients give a hoot where/how you source your candidates? Specifically, if they are impressed by your candidates but not how you sourced them, would they punt on a hiring decision or continue to work with you?

Comment by C. B. Stalling!! on March 30, 2011 at 12:27pm: 20 interviews a month

will get you 12 to 15 offers

will get you 5 to 7 placements

will get you good $$$ based on your fees.

I am sure this will open an interestinmg discussion...look forward to it.

Comment by Christopher Poreda on March 30, 2011 at 1:08pm: Really C.B.? Two things jump out...the number of offers to interviews (seems high) and the number of placements to offers (seems low).

Comment by C. B. Stalling!! on March 30, 2011 at 1:58pm: It varies but what i like to gage my success on in the number of interviews.....

Comment by Sandra McCartt on March 30, 2011 at 2:39pm: My clients all know i am good for a laugh.

Comment by Slouch on March 30, 2011 at 3:09pm: 1. they pay you to bring a qualified candidate who can start in a reasonable period of time who ultimately does start

2. They should not.

Comment by James Todd on March 30, 2011 at 4:34pm: This is an interesting discussion. I operate in a small niche within the industry as a recruiter specializing in sourcing executive development programs with transitioning military officers. Even so, I think my experience is not too much different than others. I don't know of any clients who consider interviews or offers value added. They pay fees for the contributions made from the talent we aquire. If you place 5 candidates a month and 50% don't work out, then chances are you will no longer be the recruiter of choice because you are not adding value to that organization. Value = quality/price and while adding value certainly requires placements, the true metric by which we are graded is the success of our placements measured against the cost of our services.

Comment by Alex Roberts on March 30, 2011 at 5:01pm: Just a general thought... I have always hoped the focus was not on How or Where the candidate was located, but how they were treated during the recruiting process. After (almost) fifteen years I realize there is no "value add" or whatever, it is just who has a deliverable, real person ("candidate") at the time. You may think you are a partner or bringing something to the table, but if another competitor find/recruits/submits the right person, the hiring manager will go with them.

Comment by C. B. Stalling!! on March 30, 2011 at 5:16pm: I did not say my client gages success on interviews. But I gage myself on how many interviews I set up. I looked back over the year 2010 I set up over 245 interviews and I had 180 offers.

Not every candidate get hired for many reasons.

Job closes

Proposal not won

Salary

many reason but I will take those numbers all day long I think you would too.,...