There is absolutely no logical reason why customers buying staffing and recruiting services need to spend hours of their time reviewing and interviewing candidates. That is, unless you really stink at what you do.

If your firm is competent at understanding client needs, recruiting quality talent, and making appropriate matches a significant number of your deals should be one and done…one candidate submitted, interviewed (possibly even a working interview if an interview is necessary), and hired (or assigned if the opportunity is a temporary or contract position).

Since 2012, I’ve helped more than 100 of the companies I’ve advised shift more of their business to “one and done.” All of them are experiencing record-breaking growth, significantly reduced time-to-fill, and higher profit margins.

Is one and done happening on most of the deals at your company? If not, your team is allowing customers to dictate a process to you versus effectively selling a more efficient process to them.

One and done is the way to go. It reduces labor intensity for both you and your clients while delivering tremendous value for which you should be equitably compensated. Now, just go sell it!

Scott is the author of the forthcoming book, Sales Yoga: A Transformational Practice for Opening Doors and Closing Deals