Knowing your niche or reasons you are unique from other recruiters is a good place to start. Understanding how recruiters find clients and how to sell recruitment services is all part of the job. Just like you need to find and attract candidates to work for your clients, you must convince clients they need your services to find talent.
Marketing for recruiters will come in 5 main forms. Take a look at some of the ways you can find new clients:. If a business has jobs posted on a job posting website, they might need your services to find qualified candidates. Keep an eye out for websites with job postings to see what companies are searching for new employees. Looking at industry specific job boards will lead you to companies, which will lead you to new people to reach out to.
Pay special attention to companies in the same market you have recruited for in the past. If you have recruiting software with an applicant tracking database filled with potential employees, you can tell them about your qualified candidates who match their job description. Contact the companies, pitch yourself as a recruiter specialized in their niche, and make connections. This is the age of the internet. Since a lot of people are present on social media, you have a lot of potential followers to appeal to.
For this reason, social media is a great example of how to find clients as a recruiter. Businesses recognize that the majority of Americans use social media, so they have begun marketing, sourcing new hires, and interacting with customers on social media sites.
Since many businesses are on social media, you have a great sourcing channel for new clients. Agency recruiters do this by researching the open roles, identifying qualified people, screening the candidates, and providing support to the employer during selection of the new hire. Recruitment agencies are commonly confused with employment agencies.
However, they are not the same thing; recruitment agencies serve employers, and employment agencies serve job seekers. It is these hidden skills and personality traits that are so important to prospective employers and make the difference between a candidate that gets hired, and one that gets passed over.
Once the recruiter has determined a candidate matches the experience and personality that a Client needs, AND that the candidate is still interested in the position, they will present that candidate to the client. Recruiters know that employers hire for both hard and soft skills, and will make sure to express both to their clients.
Clients are busy people, often managing large teams, and their schedules get filled up quick. A great recruiter knows this and schedules interview slots in advance to match the schedules for all involved. This helps keep the hiring process as short and succinct as possible. After the interview, the recruiter will collect feedback from both the candidate and client. Recruiters want to make sure they can give their candidates as much feedback as possible — good or bad — so they know where they stand.
When a job offer is extended to a candidate, a recruiter will often be there as a sounding board for both sides. They will facilitate any negotiations and strive to keep this process seamless. This also entails letting unsuccessful candidates know that a role has been filled.
Recruiters may be involved in the onboarding process and can provide the first day details that candidates will need. Recruiters will follow up with clients and candidates on their first day , end of the first month, and at the end of a probation period. Should any small problems come up in this time, both clients and candidates can be hesitant to voice any concerns as theirs is a new and fragile relationship.
A recruiter stands outside of that relationship and can be a good mediator if needed. But whatever the guarantee period, using it strictly as a probationary period is critical. When you use a recruiter you stop making those mistakes on your own, and start making them work in your favor. Your guarantee period is an opportunity to assure the new hire is the right hire. There are many types of agencies out there, with varied fee and warranty structures.
These are rare and are generally for high-level or very difficult to fill spots. Cost: On average 10 percent of annual salary to start recruiting, another percent or more after hire Guarantee: About six months to one year.
Contingency These agencies send in candidates and take a percentage of the annual salary after the new hire has satisfied the guarantee period. Cost: Typically percent of the annual salary Guarantee: Generally 60 days. Their contract can be bought out for a fee, or after a length of time you can have them for free.
Cost: 20 to 50 percent of the hourly wage Buyout: Generally after 90 to days. Recruiters who specialize in a certain market can help you come up with fair compensation packages, let you know what you can realistically expect from the marketplace, and, probably most important, introduce you to candidates in their applicant pool who are exactly the right fit.
Using a recruitment agency can be helpful from an accounting standpoint, too. Agency fees are business expenses — which can help your bottom line.
But agency fees are a legitimate business expense that can offset a portion of that cost. According to LinkedIn , only 12 percent of the workforce is actively looking for jobs, but 85 percent is open to hearing about new opportunities.
Recruitment agencies can turn a month-long search into one that lasts just a few days.
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