Recruitment Companies

[monthlylocal]

Hi All

I am interested in whether people in the recruitment sector feel that the current economic environment is more conducive to candidate-led recruiting rather than client-led.

I had several recruiters call last week looking to drum up some vacancies, and it got me thinking - theoretically would it not be easier for recruiters to spend almost 100% of their time sourcing extremely placeable candidates with certain expertise (really great sales people for example) and then cleverly market them to companies who may not even be openly currently hiring - After all if I owned any sizeable business and was offered one of the top sales people in my sector, why wouldn't I listen as I'm almost guaranteed an ROI??

To me, this seems a better business model than chasing multiple vacancies and trying to find candidates who fit the spec along with a few other agencies?

Do any major recruiters actually use this method in practice?

Just interested.

 

[10032012]

Hi All

I am interested in whether people in the recruitment sector feel that the current economic environment is more conducive to candidate-led recruiting rather than client-led.

I had several recruiters call last week looking to drum up some vacancies, and it got me thinking - theoretically would it not be easier for recruiters to spend almost 100% of their time sourcing extremely placeable candidates with certain expertise (really great sales people for example) and then cleverly market them to companies who may not even be openly currently hiring - After all if I owned any sizeable business and was offered one of the top sales people in my sector, why wouldn't I listen as I'm almost guaranteed an ROI??

To me, this seems a better business model than chasing multiple vacancies and trying to find candidates who fit the spec along with a few other agencies?

Do any major recruiters actually use this method in practice?

Just interested.

Did you think this through?

sourcing extremely placeable candidates with certain expertise (really great sales people for example) and then cleverly market them to companies who may not even be openly currently hiring

Its a good boost to business but most are not interested in the "sales and legal" combination. By this I mean have a strong sales force effectively bullying consumers and businesses into buying (not good for reputation) and a legal team that regularly sends out vexatious threats (cease and desist etc.) to unfairly control the market and anti-competitively prevent new start ups gaining market share.

The problem you will face is you will be cold calling businesses and trying to sell them a solution. Small businesses in particular are not (usually) remotely interested in someone trying to dictate how to run their business.

Most clever businesspersons may grasp the concept of a commission only self-employed sales person who if don't reach revenue targets is out of the job. Simple... if someone can double your turnover, you can pay them a little in return...

The problem you will face is... whats in it for you? Now I personally wouldn't employ a sales person through an agency and I will not pay a licence fee or commission of their wages to the agency. If its a lump sum fee for finding this person... why would you pay upfront to get someone to improve your business when you are unsure if any difference can be made? Its a big risk to cashflow - and its that risk which stopped them recruiting for these positions in the first place.

 

[monthlylocal]

Hi,

I think you may have completely misunderstood my post.

This has nothing to do with self-employed people, nothing to do with comission only jobs and certainly nothing to do with any kind of "sales and legal" combination.

It was just talking about the way recruiters (predominantly in the perms market) chase vacancies first rather than market their candidates - the sales expertise was just an example - it could easily be a web-developer with specific skills which are in demand etc.

Thanks

 

[Richie N]

A good recruiter will always spec out a good candidate so it's nothing new.

 

[WHARTY]

If i remember correctly when reading James Caans book he said he did exactly what you talk about.

He made the vacancy before the client new they wanted them!

He use to ring up a client he wanted to do business with and ask them certain questions like: Where would your perfect person be working now and what would they be billing?

They would tell him where there perfect employee is working so he would ring up that company and start asking them questions.

Not sure what the questions were but he basically found out the name of the highest billing employee at that company and take them out for lunch.

Once he had them at lunch he really started digging!

He then went back to the original company and told them he could get them there perfect employee!

So even though they were not actively searching for somebody the chance of getting somebody of such high calibre often meant they would be willing to take them on!

He then got his commission after "making" the vacancy.

I thought it was pretty clever even if a little sneeky!

Lee

 

[richardricki]

Yea, but how many of these superstars are there to start with?

 

[K2012]

There may be many of these "superstars" but a good recruiter is rare to finds. To be a good recruiter the money should not be your main motivation the services should and the fact you a changing somebody's life.

Get this, I had the CV on my desk 8 weeks ago of an MD who was made redundant after 32 years. I sent her CV to 10 companies within her sector, I had no idea if they were recruiting and I didn't care. I got a call from 6 wanting to see, she had 4 counter offers and accepted 1 and thus got the salary she wanted and a happy life again.

That is a good recruiter.

 

[K2012]

Sorry for the odd "typo"

 

[WHARTY]

There may be many of these "superstars" but a good recruiter is rare to finds. To be a good recruiter the money should not be your main motivation the services should and the fact you a changing somebody's life.

Get this, I had the CV on my desk 8 weeks ago of an MD who was made redundant after 32 years. I sent her CV to 10 companies within her sector, I had no idea if they were recruiting and I didn't care. I got a call from 6 wanting to see, she had 4 counter offers and accepted 1 and thus got the salary she wanted and a happy life again.

That is a good recruiter.

You got me thinking of a new way of making money!

Would it be wrong to forward the CV'S i get to an agency and hope for a cut of the yearly salary?

Had a CV last year from an MD of a vending company who wanted a job!

 

[FlexF]

Hi All

I am interested in whether people in the recruitment sector feel that the current economic environment is more conducive to candidate-led recruiting rather than client-led.

I had several recruiters call last week looking to drum up some vacancies, and it got me thinking - theoretically would it not be easier for recruiters to spend almost 100% of their time sourcing extremely placeable candidates with certain expertise (really great sales people for example) and then cleverly market them to companies who may not even be openly currently hiring – After all if I owned any sizeable business and was offered one of the top sales people in my sector, why wouldn’t I listen as I’m almost guaranteed an ROI??

To me, this seems a better business model than chasing multiple vacancies and trying to find candidates who fit the spec along with a few other agencies?

Do any major recruiters actually use this method in practice?

Just interested.

They're called head hunters and generally earn a lot more than a 'recruiter'.