Starting in the late 90’s through today (2005-2007), more and more companies and job seekers are using the Internet to find each other. That’s great for them!In the life of a successful recruiter (Executive Search Consultant, Headhunter, Staffing
Consultant or whatever you want to call us), this activity for companies and job seekers has absolutely no effect in terms of production and profit for those of us that do conventional recruiting.
Let me give you a scenario and, hopefully, as you go on to study this guide, it will be clearer to you what I mean. Here’s the scenario:
Let’s say you own an engineering firm. For months you have been working hard to sell a new product to a company. They finally said “YES, we will buy your product, however, we need this order filled within 90 days. Can you deliver?” Now, the contract is for 20 million dollars and of course you say “ABSOLUTELY! We can deliver.” So, now you go back to your company knowing you need to hire three engineers yesterday. They have to have exactly the skills you need to get this product into production. Are you going to log on to the Internet and start the process of job postings, knowing that anyone that ever wanted to be an engineer will flood you with thousands of resumes? And . . . every so- called “recruiter” that has hundreds of resumes (also from the internet) but doesn’t have a clue what you really need calls you all day long, slowing the process down even more.
The three engineers you need are working of course, because they are good. They don’t have time to even consider playing around on the Internet, posting their resume and getting caught up in the frenzy that is the norm for most of the unemployed candidates and cheapskate employers. In fact, in many cases, you know exactly where the engineers you’d like to hire work . . . your competitors. You’ve been contacted in the past by a real recruiter who has proven to you that he/she knows what you do and what you need but this professional charges 30% of the first year’s income and that will be for each engineer you hire. So if the salaries (for simplicity’s sake) are 150k each, that would be a total of $135,000. The good news is that this recruiter has not only built a relationship with you, but also several candidates over the months and years and can produce the three you need in a couple of days. They can go through your hiring process and get to work on the new project right away to help you meet your deadline.
Do you think that if it meant you would not get this project, the 135k versus 20 million would be a problem under the scenario I just outlined? NO, it would not. So our real function as real recruiters is to find these types of situations and develop the type of relationships I am talking about. If you take this approach, then you will be worth a 6 or 7 figure income like so many that have gone before you.
Using these recruiter tips will help you become a more successful recruiter.
