Is this value proposition any good for a recruitment company?

[new_to_biz]

Hello,

I am in the process of helping to create a service whereby fast growing small businesses can outsource their recruitment to another company to find them new staff. They use the same methods a recruitment agency does but also they do the talent attraction and employer branding part. I wondered if anyone had any thoughts on the following value proposition.

Above the fold:​

Headline: Outsourced recruitment for small businesses
Subtext: Spend less time recruiting and more time growing


-----------------------------------------------------------------------------------------------------------

Pain points:​

Doesn't your business deserve to reach it's growth potential?
Are you spending a small fortune on recruitment agency fees? Do you find yourself turning down work because you can't hire the right people? Do you have an unsatisfying scattergun approach to recruitment? Do you want to make data driven decisions and quickly view your hiring metrics? Most fast growing small businesses struggle with the same problems. You're not alone and we're here to help

-----------------------------------------------------------------------------------------------------------

Would this appeal to you as a small business owner who is hiring a lot? Does it even make sense?

Any help or advice would be greatly appreciated.

Thanks

Paul

 

[Paul Kelly ICHYB]

What is the difference between you and other recruiters?

 

[new_to_biz]

What is the difference between you and other recruiters?

Thank you for your response. The difference is that they don't charge agency fees for individual hires, instead its a monthly subscription for unlimited hires. The other main difference is that the company make sure that the employer branding is top notch so they can attract their own talent. This will involve things like posting staff video testimonials on social, making sure all of the candidate touchpoints like glassdoor etc are well maintained and up to date.

 

[Paul Kelly ICHYB]

So, you're appealing to a small group of businesses with a high turnover of staff or in need of a lot of people?

How does branding attract talent? The job description and remuneration are what matters, as well as the pool of applicants available and platform reach.

 

[fisicx]

How are you planning to market the site? The landing page structure depends on where people are coming from.

However none of the benefits you list in your second post offer anything and employer or employee care about.

 

[new_to_biz]

So, you're appealing to a small group of businesses with a high turnover of staff or in need of a lot of people?

How does branding attract talent? The job description and remuneration are what matters, as well as the pool of applicants available and platform reach.

Yes that's right. Fast growing small businesses who are hiring for multiple positions. In terms of talent and branding, candidates and job seekers will always research the company on places like LinkedIn, Glassdoor, social media etc for reviews, social proof and general culture information.. If they feel like its a good place to work and that the people who work there think its a good place to work then they will be much more likely to apply / accept an offer. Job seekers tend to gravitate toward company cultures that align with them, so if you can foster a transparent brand, you attract like minded people who become highly engaged with your company and brand. They tend to be more productive, take less sick days etc

 

[new_to_biz]

How are you planning to market the site? The landing page structure depends on where people are coming from.

However none of the benefits you list in your second post offer anything and employer or employee care about.

Hello, thank you for your response. Agency fees are a big issue for small businesses, as is their ability to hire and attract people. Employer brand is probably the feature, being able to attract and hire people and having a better offer/ acceptance ratio is the benefit.

In terms of marketing, LinkedIn and email, with the business list being aimed at small companies who are hiring, so ones who have multiple open positions

 

[fisicx]

If that's the case your emails and linkedin posts will already include the value proposition. No need to repeat the pain points on the landing page.

All you then need to do is list the vacancies.

 

[new_to_biz]

If that's the case your emails and linkedin posts will already include the value proposition. No need to repeat the pain points on the landing page.

All you then need to do is list the vacancies.

Thanks I hadn't though of that, obvious as it may seem.

 

[IanSuth]

Webrecruit already do this as do several other firms

What do you think you can charge and be able to find the staff needed ?

 

[new_to_biz]

Webrecruit already do this as do several other firms

What do you think you can charge and be able to find the staff needed ?

Webrecruit is just a fixed fee recruitment agency with a reliance mostly on job boards. So they have a subscription to probably 10 or 15 job boards and their service revolves around simply filtering the candidates from the adverts and sending them to the client for a fee. They also deal mostly with volume recruitment which is not particularly interesting or high value.

There are lots of competitors, but I think this is a good thing because it shows there is a market. In terms of pricing, I am not sure as of yet.

The last thing I want to do is enter a market where I am the sole business, it probably means the market doesnt actually exist.

 

[IanSuth]

Webrecruit is just a fixed fee recruitment agency with a reliance mostly on job boards. So they have a subscription to probably 10 or 15 job boards and their service revolves around simply filtering the candidates from the adverts and sending them to the client for a fee. They also deal mostly with volume recruitment which is not particularly interesting or high value.

There are lots of competitors, but I think this is a good thing because it shows there is a market. In terms of pricing, I am not sure as of yet.

The last thing I want to do is enter a market where I am the sole business, it probably means the market doesnt actually exist.

Having done recruitment for 27 years (up until 18 mths ago) - I am not sure what market you are after which has a sufficient "interesting" recruitment that you could find the clients online and be able to service it for a sensible fee. There are lots of rec cons who have 1 or 2 good clients and are on a retainer to find those clients staff at a fixed or monthly fee.

What market do you know really well and have a supply of candidates which is different from the web recruits of this world ?

 

[new_to_biz]

Having done recruitment for 27 years (up until 18 mths ago) - I am not sure what market you are after which has a sufficient "interesting" recruitment that you could find the clients online and be able to service it for a sensible fee. There are lots of rec cons who have 1 or 2 good clients and are on a retainer to find those clients staff at a fixed or monthly fee.

What market do you know really well and have a supply of candidates which is different from the web recruits of this world ?

If you give me your email address I'll send you my business plan and slide deck, might be easier than explaining it all here.

 

[Mark T Jones]

If you give me your email address I'll send you my business plan and slide deck, might be easier than explaining it all here.

I've copied my own post from a similar thread:

Important point here:

There is no point at all trying to sell your idea to people who aren't likely to be your target customer. And those who are should be smacked in the face with one or 2 compelling benefits.

I'd suggest at this point you identify the people who are really likely to benefit from your platform, and start asking them what would motivate them to buy.

 

[new_to_biz]

I agree I was just being sarcastic lol I'm here for copywriting advice not to help someone launch a business to compete with mine

 

[ethical PR]

Hello,

I am in the process of helping to create a service whereby fast growing small businesses can outsource their recruitment to another company to find them new staff. They use the same methods a recruitment agency does but also they do the talent attraction and employer branding part. I wondered if anyone had any thoughts on the following value proposition.

Above the fold:​

Headline: Outsourced recruitment for small businesses
Subtext: Spend less time recruiting and more time growing


-----------------------------------------------------------------------------------------------------------

Pain points:​

Doesn't your business deserve to reach it's growth potential?
Are you spending a small fortune on recruitment agency fees? Do you find yourself turning down work because you can't hire the right people? Do you have an unsatisfying scattergun approach to recruitment? Do you want to make data driven decisions and quickly view your hiring metrics? Most fast growing small businesses struggle with the same problems. You're not alone and we're here to help

-----------------------------------------------------------------------------------------------------------

Would this appeal to you as a small business owner who is hiring a lot? Does it even make sense?

Any help or advice would be greatly appreciated.

Thanks

Paul

There is nothing in your 'value proposition' that demonstrates why people should use your recruitment service rather than one of your competitors. What makes you different/better?

 

[Mark T Jones]

I agree I was just being sarcastic lol I'm here for copywriting advice not to help someone launch a business to compete with mine

If your idea is actually unique and any good, you can guarantee it will be copied very quickly

 

[IanSuth]

mot had my email yet

 

[JR7369]

There is an RPO model currently thriving in the market for the SME sector which goes above and beyond the type of fixed cost agency model - but the businesses that are really benefiting are high growth scale-ups in competitive markets, primarily tech. It has been renamed as "embedded" since the delivery is done by a recruiter purely focussing on your needs. Its often, like I said, for high-growth environments or growth-related projects.

One route in to that market is by partnering with a PE or VC (or a few) since, from my experience, their vested interest means they want a single provider they can trust, possibly looking at the broader "talent" piece across their portfolios.

Have a look at businesses like Spinks-Onsite, Chapter2, JoinTalent, Talentful......the key here is to understand the differentiators between what you offer and what agencies offer.

 

[IanSuth]

There is an RPO model currently thriving in the market for the SME sector which goes above and beyond the type of fixed cost agency model - but the businesses that are really benefiting are high growth scale-ups in competitive markets, primarily tech. It has been renamed as "embedded" since the delivery is done by a recruiter purely focussing on your needs. Its often, like I said, for high-growth environments or growth-related projects.

One route in to that market is by partnering with a PE or VC (or a few) since, from my experience, their vested interest means they want a single provider they can trust, possibly looking at the broader "talent" piece across their portfolios.

Have a look at businesses like Spinks-Onsite, Chapter2, JoinTalent, Talentful......the key here is to understand the differentiators between what you offer and what agencies offer.

This

I remember a company called Profiles starting doing it in the late 90's early 2000's they were tied into a particular investor and worked for his projects

I believe James Khan does it with Hamilton Bradshaw as well

 

[JR7369]

This

I remember a company called Profiles starting doing it in the late 90's early 2000's they were tied into a particular investor and worked for his projects

I believe James Khan does it with Hamilton Bradshaw as well

The Founder of JoinTalent has just been put on the LDC 50" to watch" list.

I am sceptical about a lot of these lists but this is based around growth, leadership, etc.

We went up against them in 2020 for a piece of transformation work which we won - they decided to focus on the RPO element - and now have 250+ recruiters embedded in clients across UK, Europe and South Africa.

Clearly a model that works ?

 

[Paul FilmMaker]

Before I had a video production company, coincidentally, I owned a small RPO with a few employees for a few years which I closed about 10 years ago. It made money so was really happy with it although I hated the business itself. It just annoyed me. The first few customers came because I had some industry contacts (CRM and BI essentially).

The short answer is your tagline is a bit 'meh.' It's OK, just not particularly exciting.

If you manage to sell to a couple of midmarket customers, you can easily generate a few hundred a year.

 

[JamaC]

Your pricing structure seems to be your USP.

That should be the highlight of your copy above the fold. Otherwise it just seems like another recruitment agency