Hi HR/Corporate Recruiter! It's Me, the "Different Agency Recruiter"?

Hello again, everyone! Since the last discusson was very informative, I want to pick the brains of corporate recruiters now. Since I am an agency recruiter and new to client development, I want to know the opinions of recruiters on "the other side" of the game.

I know HR and corporate recruiters are tired of being approached by one agency after another saying that they are "different" and can provide some sort of magical recruiting service that the rest cannot. When I call HR and corporate recruiters, they shrug me off as "just like everyone else" or "they are happy with the agencies they use." It's a lot harder than I thought. How can I get someone to see the value of giving me a try?

Despite what a lot of agency recruiters say, I really do screen all of my candidates, am NOT a resume pusher, love my job as a recruiter, and would work hard to make my clients happy.

Any feedback would help. Thank you!

Comment by Barbara Goldman on May 30, 2013 at 1:15pm: In order to effectively market, you have to have something of value to offer. And, understand that almost 100 percent of the time, the company you are reaching out to doesn't need you. It's very difficult for new recruiters to open accounts because they are taught to sell something that the potential client probably doesn't want or need, (recruiting services) It's estimated that companies will need help 3 percent of the time. That's not much. Specialize in an area that is difficult. If a specialty is easy, drop it. . If a specialty is particularly difficult to recruit, and financially significant to a particular industry, you will have an easier time marketing. Don't lead with why you are different. If you try to sell your services, you are doomed. Lead with a candidate that will knock their socks off, and you are more likely to spark a dicussion that will lead to a contract. Good Luck!

Comment by Cristina Lewis on May 30, 2013 at 5:08pm: Seth..thank you very much! Your response was AWESOME and really shined a lot of light into my situation.

Comment by Linda Ferrante on May 31, 2013 at 12:49pm: Start by developing some sort of relationship with the person you are targeting. Do your homework (as much as you can) on the company you are contacting. Network in person and follow up on those leads, asking for introductions to people they know as well.

The candidate pool is the same in your area, regardless of the recruiter. It's the screening process (as well as customer service, etc.) that sets you apart. Find a client's pain and see if you can help resolve it. Remember, you cannot be all things to all companies, so find your strengths and align yourself with companies who can benefit from them!!

Good luck!!

Comment by Amy Ala Miller on May 31, 2013 at 12:56pm: A lot of people may disagree with me, but use caution when trying the hiring manager route. You'll often be told to go to the person with the pain, which is the manager who needs an employee. I agree with this, within reason. Make sure they have real authority in the process and can pay a fee. Oftentimes hiring managers will want to go outside for recruiting help because they have unreasonable expectations and are already on HR's shit list. :) If you come in all buddy/buddy with the company moron it won't reflect well on you - play your cards right and you could be the agency they use to confidentially replace the dummy you first called. :)

Comment by Mitch Sullivan on June 4, 2013 at 11:59am: My advice is to not waste your time calling companies with an HR function and/or internal recruiters.

Internal recruiters need an awful lot of ego massaging just to get thrown 1 or 2 jobs are year, along with about a dozen other recruiters.

Call smaller companies and sell exclusivity.