Preferred Supplier Lists: Your advice is needed

I have just been asked by a company to send a generic introduction to a generic email address as whilst they have an existing Preferred Supplier List they will be reviewing it towards the end of the year.

I imagine that come the end of the year there will be quite a lot of similar information in a similar format from similar agencies in that email inbox.

I would be grateful for

1) Any ideas about how to make information stand out from the crowd.

2) Any advise from anyone who has previously trawled through that sort of email inbox as to what you were looking for.

I am inclined to "not bother" and just rely on my network to find the decision makers and hopefully by pass this PSL lottery.

But before I did I thought I would see what the collective wisdom of RBC could come up with if I was going to play according to the rules!

Your thoughts would be welcome...

▶ Reply to This

Replies to This Discussion

Permalink Reply by Sandra McCartt on October 11, 2011 at 5:43pm

I would look at their website careers page as to what positions they have open then find two or three candidates that are strong fits. do a presentation write up on each that shows you know how to provide vital candidate information not reflected on the resume.

My whole pitch would be something like; I know you will get all kinds of high sounding presentations as to why you should use this recruiter or that one. Our basic information is (tell them a little about you but don't drag it out or make it sound flowery as to why you are "different" (gag). Then close it with something along the line of, "To me all of the promotion in the world means nothing if a recruiter can not deliver." "In line with that philosphy i have included three resumes of candidates that seem to be a fit for positions you are trying to fill along with our standard informative write up about each." "If delivering qualified candidates with informative profiles is what you are looking for when adding recruiters to your preferred vendor list, nothing speaks louder than the candidates themselves."

If you have interest in further conversation i am happy to meet with you to see if we can establish a mutually beneficial working relationship. No frills or rhetoric, just good candidates. Thanks for the opportunity to interact.

▶ Reply

Permalink Reply by Paul Smith on October 12, 2011 at 12:40pm

Jon,

Recruiter 101. DO NOT deal with HR. They are not capable of directing or administering the recruiting cycle. If the company is so large that finding the right person is next to impossible, its probably to big to make a worthwhile client.

If you come up with the right candidate for a hiring manager or they come to you, getting you on any list is up to them. So is getting their own job done and without the proper staff, that's not going to happen.

If you are pitching candidates it is easier. If you are pitching your services, it's a we bit harder. Either way, you will have a better client.

And YES, it is easier to play with HR and let them guide your business. Three classes of companies out there. Those you recruit from, recruit for and want to recruit for. HR is obviously too busy to deal with you. If they did have an opening and were going to let you work it, do you think they are going to give you access to the hiring manager?

Lastly, if you are going to walk away or recruit from, don't tell them. If you do you become more valuable on the outside picking at their people. If you are successful, it's called job security.

▶ Reply

Permalink Reply by Jon Terry on October 14, 2011 at 8:04am

Sandra - Thanks for the input. I probably will give that a go whilst also expecting it to get ignored and also trying to circumvent the "rule".

Davespop - Nice idea about not dealing with HR. If only I could! But I am a HR recruitment specialist!! Got to play their rules from time to time!

▶ Reply

Permalink Reply by Paul Smith on October 14, 2011 at 11:14am

Jon

If what? If you are a generalist in both industry and positions, then wait in line, and good luck.

If you specialize in Industry and or position, few HR departments are capable of understanding that. If they don't understand, you waiting til the end of the year isn't going to help. A hiring manager working with you or doing an introduction of you would be an alternative. And, a hiring manager saying "Call HR and let them know I asked you to call" is not an introduction. Actually it's a blow off.

If that is not going to work for you, Sandra had a good idea. Only difference I would suggest is present to the hiring manager and not HR.

▶ Reply

Permalink Reply by Jon Terry on October 14, 2011 at 11:22am

The problem is that I recruit HR professionals! So my Hiring manager is a HR Manager. I will be talking to the senior guys as well because I know that I will probably end up getting lost in the generic email in box as you say. I posted the question to see if anyone had had any success with a particularly innovative approach previously.

The problem in dealing with HR is they usually make the rules that the other departments should play by and so they are often tied to those rules so as to set the example!

Davespop said:

Jon

If what? If you are a generalist in both industry and positions, then wait in line, and good luck.

If you specialize in Industry and or position, few HR departments are capable of understanding that. If they don't understand, you waiting til the end of the year isn't going to help. A hiring manager working with you or doing an introduction of you would be an alternative. And, a hiring manager saying "Call HR and let them know I asked you to call" is not an introduction. Actually it's a blow off.

If that is not going to work for you, Sandra had a good idea. Only difference I would suggest is present to the hiring manager and not HR.

▶ Reply

Permalink Reply by Paul Smith on October 15, 2011 at 10:28am

Jon,

Let me go back to step one. Who in HR is telling you about the preferred vendor list? If it's a VP or Director, then it's time to move on after you get all the HR names you can. If it is anyone who wasn't involved in creating that list, you are wasting your time.

Also, the HR Manager is rarely more than a decision influencer in the internal hiring decision. If they are on a power trip, Recruit them!!!!! For that matter let them all know it's a 2 sided sword. Then recruit them too.

▶ Reply

Permalink Reply by Jon Terry on October 19, 2011 at 4:05am

Davespop,

I do tend to agree that "playing by the rules" is a slightly pointless activity but I always then think that some idiot will, some idiot will get on the list as a result and why shouldn't that idiot be me!?

Thanks for you input.

Jon

▶ Reply

Permalink Reply by Charlotte Byndas on October 19, 2011 at 6:48am

Hello Jon,

I love the "send your info so we can add you to our vendor list objection" since it give you the perfect opportunity to share how it is that you are different. Have you ever tried saying this:

"Jim I appreciate the opportunity to become a preferred vendor to your organization, but I not interested, and let me explain why. Many companies just like yours have hundreds of open positions and dozens of recruiters on their vendor list, and their positions are still not getting filled. I prefer to focus in on producing results for the clients I work with, today I am working with an experienced, credentialed, XXXXXX that is interested in finding a new opportunity in your area. Many of my "vendor list" clients are willing to work with us on an exception basis in order to attract talent like this. So my question to you is would it make sense for us to work together solely on this one candidate?"

It does not work all of the time, but if you are marketing a candidate that is a rare skill holder or a rare performer than it will work some of the time.

On a side note, recruiting is not black and white but grey. Fact is many recruiters who are on vendor lists make placements with those companies. Fact is that many recruiters who are on vendor lists don't qualify the jobs that are distributed for urgency, access to the hiring manager, process, ect. which leads many a recruiter down a path of working on job orders that are very low potential and don't close to placement.

Stop and ask yourself are you chasing revenue or looking to get the highest return on your time investment recruiting?

I think about partnering with clients on two levels, that would be what is possible and what is probable. As recruiters we are often asking ourselves and others is it "POSSIBLE" to collect a fee with this client, under these terms, at this fee level, ect. In most cases the answer is yes it is possible but not "PROBABLE". Knowing the difference between possible and probable leads to higher profit when recruiting. The rules of "P's". :)

I have enjoyed the question and the responses here on this topic. Wonderful Wednesday to you all!