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Permalink Reply by Slouch on March 23, 2009 at 9:25am

How about why it makes no sense to try to get third party recruiters to lower their fees.

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Permalink Reply by Dan Nuroo on March 23, 2009 at 9:28am

:) very nice. We'd be more like, Why are we paying 3rd party Recruiters? (we aren't incase someone wants to call me) What do we get paid for?

Slouch said:

How about why it makes no sense to try to get third party recruiters to lower their fees.

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Permalink Reply by Slouch on March 23, 2009 at 9:31am

if the idea is that the candidate gets identified and hired, if you choose not to use a recruiter to get the job done because on some level you feel that that is your job, is that delaying what is best for the company? I always ran into this with internal recruiters who would say why would I use your services when the company hired me to fill all the positions. Seems silly to me.

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Permalink Reply by Dan Nuroo on March 23, 2009 at 9:40am

Always depends on the cost of not having THAT person in THAT role is to the business as opposed to the fee paid versus the time to fill from the internal team. May be false economy, but if my team has the time, and the talent pipeline in place, we should in all reality be able to handle most things in this environment. Especially if one's Employee Referral Scheme is up and working correctly.

In relation to your point though on fee reduction. My CEO, just won't lower our fees (will try to get any discount we can though :) ), and believe discounting your price, discounts your worth to a client, that said we also don't opportunistically price either. I was always taught, there was no use lowering your price, as it is near on impossible to increase down the track.

Slouch said:

if the idea is that the candidate gets identified and hired, if you choose not to use a recruiter to get the job done because on some level you feel that that is your job, is that delaying what is best for the company? I always ran into this with internal recruiters who would say why would I use your services when the company hired me to fill all the positions. Seems silly to me.

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Permalink Reply by Gino Conti on March 23, 2009 at 9:52am

A couple topics that are pretty hot in my group are:

-Creative sourcing techniques and networking
-Cold/warm calling
-Diversity hiring (not sure how important this is down under)
-Creative college recruiting
-Hiring for retention
-Metrics: no more time to fill, instead use quality of hire
-Relationship building: remembering that the managers are your customer

We tend to focus a lot on things like sourcing, networking, and cold calling since our team is largely representative of the corporate sterotype. Most of the recruiters on our team started in HR admin roles and got moved into recruiting. I'm the only one on the team with a background in search, so I've been trying to get some team members out of the "just check who applied to the website" rut of recruiting and get them to actively search.

Send me a message if you want more detailed info on any of the topics. I could ramble on for quite a while here, so no sense in writing a novel if they don't apply or you've already got plans for them!

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Permalink Reply by Dan Nuroo on March 23, 2009 at 10:00am

Thanks Gino, a great list

Gino Conti said:

A couple topics that are pretty hot in my group are:

-Creative sourcing techniques and networking
-Cold/warm calling
-Diversity hiring (not sure how important this is down under)
-Creative college recruiting
-Hiring for retention
-Metrics: no more time to fill, instead use quality of hire
-Relationship building: remembering that the managers are your customer

We tend to focus a lot on things like sourcing, networking, and cold calling since our team is largely representative of the corporate sterotype. Most of the recruiters on our team started in HR admin roles and got moved into recruiting. I'm the only one on the team with a background in search, so I've been trying to get some team members out of the "just check who applied to the website" rut of recruiting and get them to actively search.

Send me a message if you want more detailed info on any of the topics. I could ramble on for quite a while here, so no sense in writing a novel if they don't apply or you've already got plans for them!

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Permalink Reply by Margaret Graziano on March 23, 2009 at 10:04am

1. The Economy and how recruiters continue to make money as things tighten up.
2. Employment Selection -what it is and why recruiters need to master it, and how they can leverage themselves by doing so.
3. Differentiation
4. Establishing a market niche

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