Cashing In On Hiring Trends
Mark Sangerman, www.RecruiterTrainingVideo.com
Home-based recruiters and staffing consultants in cities around the United States are cashing in on companies' ongoing need for their most prized and valuable commodity--talented people. Without the right employees, companies stand little chance of surviving and becoming prosperous in the future. But alas, independent recruiters are lining up to provide fresh talent for each of the empty desks that keep a company from running on all its cylinders. And they should be. The financial rewards for making employee placements today are substantially higher than what most professionals earn for their daily efforts.
With permanent placement fees averaging over $10,000 per hire, and recruiting contracts up to $80 per hour, we recruiters are more than happy to find out what makes candidates tick to court them through their next job change. Earning a sizeable income in the staffing industry is nothing new, but doing it from home is a phenomenon that has become popularized during the last decade. No surprises here considering the obvious benefits of working from home: more time with family, lower dry cleaning bills, and tasty lunch-hour barbecues in the backyard. Surely, those are some of the reasons that more than one million businesses operate each year by entrepreneurs seeking financial advancement from the comfort of home.
Still, home-based recruiting is not the only game in town. Demand also exists for corporate recruiters who manage a company's hiring objectives from the inside. Working the front lines of hiring for a growing company may be one of the best ways to learn both sides of the employment services industry. The problem, however, is that the earning potential for an independent recruiter is easily twice that of a corporate recruiter, and the boss-less environment that freelancers enjoy makes self-employment a more attractive opportunity. With everyone's eyes on the bottom line first today, companies are struggling to retain what talent is left in corporate recruiting.
Does the internet have anything to do with this? Yes. Most recruiters agree that internet recruiting has been the most significant new development in the staffing industry's long history. Already over $500 million in shared placements (recruiters working with other recruiters) have been generated through split-fee collaborations that originated online. It probably doesn't take that or the web's high volume of employment sites to illustrate that the internet is an amazing landscape for matching things: buyers and sellers, chatters and listeners, job seekers and employers. With so much money at stake, home-based recruiters are quickly learning the ropes of internet recruiting to better their chances of getting ahead. Combine the power of internet recruiting with good fundamentals and a healthy dose of self-motivation, and a successful career in the staffing industry might be closer than you think.
Friday, June 22, 2007
Tuesday, May 22, 2007
Candidate Preparation Techniques
Candidate Preparation Techniques
Mark Sangerman, www.RecruiterTrainingVideo.com
Your chances of making a placement will increase dramatically if you prepare your candidates before their job interviews. Getting your candidates ready for their interviews is a commonly-used technique called “candidate preparation”. Candidate preparation happens when the recruiter calls their candidate and tells them what they can say on the interview that will impress the hiring manager. This is an important step for getting your candidates to perform well-enough on their interviews to get job offers. The most important part of a good candidate preparation is helping the candidate identify the parts of their background that will be of greatest interest to the hiring manager. This will include discussing the candidates’ strengths, their problem solving abilities, and what benefits that can bring to the company. When candidates arrive at the interview prepared to share the relevant parts of their background, they feel more relaxed and focused on saying things that will land them the job.
Here are some of the best ways to prepare your candidates for a great interview.
Candidate Preparation Tip 1
Emphasize the Positive
Take the parts of your candidate’s background that are most likely to impress the hiring manager, and have your candidate emphasize them during their interview. Since you know what the hiring manager wants based on the job order, and what your candidate has to offer, you should be able to pinpoint topics that will go over well during the interview. For example, if the job requires experience in managing small teams of people, tell your candidate to emphasize their experience managing small teams of people. By giving specific examples of how they excel as a manager, they’ll address a primary need for the job and impress the manager as qualified.
Candidate Preparation Tip 2
Provide an Itinerary
Provide an itinerary that includes the name of every hiring manager that is expected to interview your candidate. An itinerary will list the hiring managers’ names, job titles and expected interview times. Make sure the interviewers’ names are spelled correctly as candidates often refer to the itinerary for help pronouncing their names and sending thank you letters after the interview. The itinerary should also provide directions on how to get to the interview. If the interview requires traveling to another city, it should include every step of the trip from the airport to the interview and back home. Be specific so candidates know exactly where they’re going.
Candidate Preparation Tip 3
Research the Company
Advise your candidate to research the company and learn something about who they’re interviewing with. This can be done easily by directing your candidate to your client’s web site and sending them articles on the company by e-mail. During the interview, hiring managers often ask candidates what they know about their company. Candidates who have researched the company will be seen as more interested in the job than those who have not. Doing research will also help candidates develop questions they can ask the hiring manager that will ensure a two-way discussion. It will also show the manager that they value preparation, a trait the manager will want in someone on their team.
Candidate Preparation Tip 4
Keep Your Discussion Professional
When necessary, remind your candidate of fundamental interviewing tips that will ensure they create a positive impression. Your candidate should arrive to the interview on-time, be dressed accordingly and have a courteous and professional demeanor. They should also show enthusiasm for their line of work, and stay off potentially controversial subjects. In summary, keep the discussion to work matters and remain focused on explaining why they’re right for the job.
Mark Sangerman, www.RecruiterTrainingVideo.com
Your chances of making a placement will increase dramatically if you prepare your candidates before their job interviews. Getting your candidates ready for their interviews is a commonly-used technique called “candidate preparation”. Candidate preparation happens when the recruiter calls their candidate and tells them what they can say on the interview that will impress the hiring manager. This is an important step for getting your candidates to perform well-enough on their interviews to get job offers. The most important part of a good candidate preparation is helping the candidate identify the parts of their background that will be of greatest interest to the hiring manager. This will include discussing the candidates’ strengths, their problem solving abilities, and what benefits that can bring to the company. When candidates arrive at the interview prepared to share the relevant parts of their background, they feel more relaxed and focused on saying things that will land them the job.
Here are some of the best ways to prepare your candidates for a great interview.
Candidate Preparation Tip 1
Emphasize the Positive
Take the parts of your candidate’s background that are most likely to impress the hiring manager, and have your candidate emphasize them during their interview. Since you know what the hiring manager wants based on the job order, and what your candidate has to offer, you should be able to pinpoint topics that will go over well during the interview. For example, if the job requires experience in managing small teams of people, tell your candidate to emphasize their experience managing small teams of people. By giving specific examples of how they excel as a manager, they’ll address a primary need for the job and impress the manager as qualified.
Candidate Preparation Tip 2
Provide an Itinerary
Provide an itinerary that includes the name of every hiring manager that is expected to interview your candidate. An itinerary will list the hiring managers’ names, job titles and expected interview times. Make sure the interviewers’ names are spelled correctly as candidates often refer to the itinerary for help pronouncing their names and sending thank you letters after the interview. The itinerary should also provide directions on how to get to the interview. If the interview requires traveling to another city, it should include every step of the trip from the airport to the interview and back home. Be specific so candidates know exactly where they’re going.
Candidate Preparation Tip 3
Research the Company
Advise your candidate to research the company and learn something about who they’re interviewing with. This can be done easily by directing your candidate to your client’s web site and sending them articles on the company by e-mail. During the interview, hiring managers often ask candidates what they know about their company. Candidates who have researched the company will be seen as more interested in the job than those who have not. Doing research will also help candidates develop questions they can ask the hiring manager that will ensure a two-way discussion. It will also show the manager that they value preparation, a trait the manager will want in someone on their team.
Candidate Preparation Tip 4
Keep Your Discussion Professional
When necessary, remind your candidate of fundamental interviewing tips that will ensure they create a positive impression. Your candidate should arrive to the interview on-time, be dressed accordingly and have a courteous and professional demeanor. They should also show enthusiasm for their line of work, and stay off potentially controversial subjects. In summary, keep the discussion to work matters and remain focused on explaining why they’re right for the job.
Top 10 Uses of Internet & Online Recruiting
Top 10 Uses of Internet & Online Recruiting
by Mark Sangerman, www.RecruiterTrainingVideo.com
Internet recruiting is one of the most valuable and cost-effective tools available to any recruiter. When used properly, the internet can be a powerful medium for finding resumes, marketing your business, and carrying out routine tasks that recruiters do on a daily basis. In fact, there are numerous ways that internet recruiting can have a direct, positive impact on your bottom line. An effective internet recruiting campaign can increase your candidate flow, create awareness of your business, speed up your candidate submittal times, and a lot more. To reap the benefits of an internet recruiting campaign, your campaign needs to involve the right tools. Online, there are so many suppliers of recruiting tools available that choosing the right ones can be very confusing. You want the best technology, but you don’t want to pay for more than you need. To find the right tools for your business, you must understand the different ways the internet can be used to perform recruiting.
Here are 10 of the best ways to use the internet for recruiting:
1 Perform Market Research
One of the best uses of internet recruiting is to perform market research on companies in your industry. Market research can help you learn the landscape of companies in your industry, as well as find specific companies that can be called on to do business. The best web sites for doing market research are business sites whose main purpose is to provide information on companies. Most of these sites allow you to search and categorize companies by industry, and then list them to include companies’ names, locations, phone numbers, and more. With the lists you obtain from research, you can build a strategy for contacting companies about your recruiting service.
Doing research online can also help you learn about companies that you’ve already begun working with. When you take a job order, you may not get all of the information on the company you would like to help paint a clear picture for candidates. When you need to learn more about a client company, their web site can give you details to make a more complete presentation.
2 Visit the Jobs Section on Company Web Sites
Most companies’ web sites have an entire section with instructions on how to apply for a job with the company. This section is usually found through a link on the home page called Jobs or Employment. For a recruiter, this part of the web site can be valuable when it provides a partial list of the company’s current job openings. This list will tell you which jobs are open, where the jobs are based, and what the requirements are. Some job listings will conveniently provide the name of the hiring manager who resumes should be forwarded to. One way you could use this information is to call the hiring manager listed and say, “I saw on your web site the following job openings, and would like to introduce some qualified people.” With the hiring manager’s name taken from the web site, you can easily make contact to present candidates.
3 Finding Candidates and Resumes Online
Finding candidates who have posted their resumes online is one of the best ways to perform internet recruiting. Millions of job seekers have posted their resumes to the internet so recruiters can find and contact them about job openings. Most candidates will post their resume to one of the top national employment sites plus one or two local or industry-specific sites. These web sites, or job boards as they’re known, make their resume databases available to recruiters for a fee. For a recruiter, a database of good resumes can be extremely valuable for building up your own network of candidates. By pulling resumes from the databases of these job boards, you can find candidates with the exact experience required from your job orders. Fortunately, the resume databases are searchable by criteria like skills, years of experience, education, location, and even how recently the candidate entered the job market. Using the right criteria will enable you to target just the resumes that would be of real interest to your clients. Once you find resumes that you like, you can call the candidates behind those resumes using the contact information provided. Inform those candidates how you found their resume by saying something like, “Hi, I’m a recruiter. I just found your resume online and saw your impressive background in the industry.” Once you’ve introduced yourself, you can move right into your presentation on a job and company.
4 Posting Jobs to Employment Web Sites
Over 20 million candidates a year visit the top online job boards to pursue employment. That’s over 100,000 active candidates everyday who want to hear from recruiters about new jobs. One of the fastest ways to reach them is by posting a job on one of the top employment web sites, or a local job board in the area where your job is based. A job posting is an online ad that announces that a job is open and instructs candidates on how they can apply for the job. The posting provides a description of the job’s responsibilities and requirements, and should also give some background information on the company. Posting a job is simple. You pay the cost for the posting, fill out the job posting form and upload the job description where it remains viewable to candidates for up to 60 days. When a job seeker wants to apply for the job, they can submit their resume conveniently through the system or through a method described in your posting. As resumes begin to arrive, you can call the candidates you like the most to discuss jobs and screen their backgrounds.
The quality of the response you receive to your posting will vary based on a number of factors including: how professional the posting looks, how attractive the job is and how many candidates see the posting. Job postings are like all advertising. There’s no guarantee of getting a positive response. However, when good candidates come to you by way of a job posting, it’s an incredibly efficient way to find them without even conducting a search.
5 E-mail for Communication
The most efficient way to communicate with clients and candidates is by e-mail. E-mail is a great tool for recruiters who spend all day exchanging information with other people. E-mail improves your efficiency in many ways, especially when you need to convey only basic facts or information. This would include things like: scheduling the date of a job interview, sending a job description, and even submitting resumes to hiring managers after you’ve made a verbal presentation. E-mail makes basic business communication possible with amazing efficiency.
But, the efficiency of using email has to be saved for basic business communication when you can do without your listening and speaking skills to influence the hiring process. The recruiter is always in a better position to influence people’s actions when they can speak with them to ask questions, address concerns, and say things that will influence what they do. Situations where you need to use your listening and speaking skills should be handled over the telephone, not by email. With email, the question is not whether to use it, but when to. In the long run, it will be easier for people to delete your emails than it will be to hang up on an effective, verbal presentation.
6 Find Hourly Recruiting Contracts
When it comes to finding and pursuing hourly recruiting contracts, there is no better place to look than the internet. Whether you visit one of the top employment web sites, or the jobs section of your local newspaper online, there are usually employers or staffing firms who are seeking a recruiter on an hourly basis. To find ads for contract recruiters, search the web using keywords like “contract or part-time recruiter.” Since most hourly contracts involve doing some internet recruiting, companies like to advertise online to find people who are familiar with using the web for employment. When you find contracts that interest you, submit your resume and be ready to sell the company on why you’re right for the contract.
7 Applicant Tracking System
Recruiters are always seeking a better way to organize the vast quantities of information that come across their desks in the forms of resumes, job descriptions, and client information. A web-based applicant tracking system, or ATS, for short, allows you to organize and store all of your recruiting information in a private account which you can access via the internet. An ATS offers many benefits including: resume and job order storage, auto-matching of your resumes and job orders, contact management, resume parsing, and others. An ATS will keep all of your data at your fingertips and let technology do some of the work for you. You can also integrate an ATS with your recruiting web site so that when candidates submit their resumes through your site, the resumes automatically go into your ATS, where the system attempts to match them with current job orders.
8 Find potential business partners
The internet provides an endless audience of potential recruiting partners with business goals that are similar to yours. A partnership involves two companies who work together to achieve some mutual benefit. For recruiters, partnerships can be formed to achieve a variety of goals including:
Generating revenue through shared placements;
Sub-contracting temporary workers through other staffing firms;
Increasing brand awareness through co-marketing campaigns;
Co-sponsoring a job booth at a job fair
And these are just a few examples…
Potential recruiting partners can be found online through search engines, recruiting web sites, and online business directories. The easiest way to find them is to search the web using keyword combinations like “recruiting” and “staffing” along with your industry name and location. When you find potential partners, first, identify their key contact for exploring partnerships and make an introduction. If the partner is receptive to your call, explain how you see the two companies working together for mutual benefit. If they show an interest in partnering, draft a proposal that outlines the roles of each party, and give it to the partner for consideration. If they like what they see, you can form a partnership.
9 Have your own recruiting web site
Having your own recruiting web site is a great way to establish an online presence for your recruiting business. A recruiting web site can be used to announce your recruiting service and enhance your credibility as a dedicated provider. Each page of your web site is a chance to tell visitors what sets you apart from other recruiters. Your can describe your industry specialty, the types of jobs you recruit on, your geographic emphasis, and the fees you charge to clients. Most recruiting web sties are designed for two audiences: employers and candidates. Therefore, your site needs different sections that speak to both audiences. The section for employers should talk about your expertise in recruiting and your commitment to serving companies. This section will be most convincing if you add testimonials to it from satisfied customers of your recruiting service.
In your Candidates section, highlight the job titles and locations of candidates that you specialize in working with. Here too is a good place to name your clients to establish credibility as an active recruiter in your field. Your candidates section is also a good place to list job orders that can be applied for directly through your web site. By providing an online resume form or email address, you’ll give candidates an easy way to submit resumes and express their interest.
10 Entering Shared Placement and Split-Fee Agreements
Millions of dollars are generated online each year between recruiters who share their job orders and candidates for the purpose of making a shared or split placement. A shared placement involves two recruiters who cooperate to make a placement together, and then share the placement fee between them. One recruiter matches their job order with another recruiter’s candidate, and the two parties work together to make a shared placement. The internet has completely energized the amount of shared placement activity among recruiters, many of whom are working right from home on a personal computer. The shared placement process begins when one recruiter contacts another to request their help in filling a job or placing a candidate. Finding other recruiters and staffing firms to share placements with is easy if you join an online shared placement community. A shared placement community is a web site where recruiters exchange their candidates and job orders for the purpose of making a shared placement. Members of the community, most of whom are recruiters, upload their jobs and candidates making them viewable for other recruiters to act on.
When two recruiters feel they have a match between a job and a candidate, they enter a shared placement agreement, and decide how the candidate will be presented to the company. This type of collaboration requires that both parties understand what roles they’ll play in managing the hiring process. One recruiter may deal with the company, while the other deals with the candidate. Or, the two recruiters may choose one person to handle all communication with both the client and candidate. As long as both recruiters understand what their roles will be, the chances for a streamlined communication are very good.
Most shared placements are paid 50% to each recruiter. That is, when a shared placement is made, half of the fee will go to the recruiter with the job order, and half will go to the recruiter with the candidate. If together you fill a position that pays $100,000 annually, and the fee percentage agreed to with the client is 20%, then the placement fee owed by the company would be $20,000. That $20,000 would then be split between the two recruiters resulting in a $10,000 gain for each recruiter. If the terms were anything other than 50-50, the fee would be adjusted accordingly with one recruiter taking a larger percentage of the fee.
by Mark Sangerman, www.RecruiterTrainingVideo.com
Internet recruiting is one of the most valuable and cost-effective tools available to any recruiter. When used properly, the internet can be a powerful medium for finding resumes, marketing your business, and carrying out routine tasks that recruiters do on a daily basis. In fact, there are numerous ways that internet recruiting can have a direct, positive impact on your bottom line. An effective internet recruiting campaign can increase your candidate flow, create awareness of your business, speed up your candidate submittal times, and a lot more. To reap the benefits of an internet recruiting campaign, your campaign needs to involve the right tools. Online, there are so many suppliers of recruiting tools available that choosing the right ones can be very confusing. You want the best technology, but you don’t want to pay for more than you need. To find the right tools for your business, you must understand the different ways the internet can be used to perform recruiting.
Here are 10 of the best ways to use the internet for recruiting:
1 Perform Market Research
One of the best uses of internet recruiting is to perform market research on companies in your industry. Market research can help you learn the landscape of companies in your industry, as well as find specific companies that can be called on to do business. The best web sites for doing market research are business sites whose main purpose is to provide information on companies. Most of these sites allow you to search and categorize companies by industry, and then list them to include companies’ names, locations, phone numbers, and more. With the lists you obtain from research, you can build a strategy for contacting companies about your recruiting service.
Doing research online can also help you learn about companies that you’ve already begun working with. When you take a job order, you may not get all of the information on the company you would like to help paint a clear picture for candidates. When you need to learn more about a client company, their web site can give you details to make a more complete presentation.
2 Visit the Jobs Section on Company Web Sites
Most companies’ web sites have an entire section with instructions on how to apply for a job with the company. This section is usually found through a link on the home page called Jobs or Employment. For a recruiter, this part of the web site can be valuable when it provides a partial list of the company’s current job openings. This list will tell you which jobs are open, where the jobs are based, and what the requirements are. Some job listings will conveniently provide the name of the hiring manager who resumes should be forwarded to. One way you could use this information is to call the hiring manager listed and say, “I saw on your web site the following job openings, and would like to introduce some qualified people.” With the hiring manager’s name taken from the web site, you can easily make contact to present candidates.
3 Finding Candidates and Resumes Online
Finding candidates who have posted their resumes online is one of the best ways to perform internet recruiting. Millions of job seekers have posted their resumes to the internet so recruiters can find and contact them about job openings. Most candidates will post their resume to one of the top national employment sites plus one or two local or industry-specific sites. These web sites, or job boards as they’re known, make their resume databases available to recruiters for a fee. For a recruiter, a database of good resumes can be extremely valuable for building up your own network of candidates. By pulling resumes from the databases of these job boards, you can find candidates with the exact experience required from your job orders. Fortunately, the resume databases are searchable by criteria like skills, years of experience, education, location, and even how recently the candidate entered the job market. Using the right criteria will enable you to target just the resumes that would be of real interest to your clients. Once you find resumes that you like, you can call the candidates behind those resumes using the contact information provided. Inform those candidates how you found their resume by saying something like, “Hi, I’m a recruiter. I just found your resume online and saw your impressive background in the industry.” Once you’ve introduced yourself, you can move right into your presentation on a job and company.
4 Posting Jobs to Employment Web Sites
Over 20 million candidates a year visit the top online job boards to pursue employment. That’s over 100,000 active candidates everyday who want to hear from recruiters about new jobs. One of the fastest ways to reach them is by posting a job on one of the top employment web sites, or a local job board in the area where your job is based. A job posting is an online ad that announces that a job is open and instructs candidates on how they can apply for the job. The posting provides a description of the job’s responsibilities and requirements, and should also give some background information on the company. Posting a job is simple. You pay the cost for the posting, fill out the job posting form and upload the job description where it remains viewable to candidates for up to 60 days. When a job seeker wants to apply for the job, they can submit their resume conveniently through the system or through a method described in your posting. As resumes begin to arrive, you can call the candidates you like the most to discuss jobs and screen their backgrounds.
The quality of the response you receive to your posting will vary based on a number of factors including: how professional the posting looks, how attractive the job is and how many candidates see the posting. Job postings are like all advertising. There’s no guarantee of getting a positive response. However, when good candidates come to you by way of a job posting, it’s an incredibly efficient way to find them without even conducting a search.
5 E-mail for Communication
The most efficient way to communicate with clients and candidates is by e-mail. E-mail is a great tool for recruiters who spend all day exchanging information with other people. E-mail improves your efficiency in many ways, especially when you need to convey only basic facts or information. This would include things like: scheduling the date of a job interview, sending a job description, and even submitting resumes to hiring managers after you’ve made a verbal presentation. E-mail makes basic business communication possible with amazing efficiency.
But, the efficiency of using email has to be saved for basic business communication when you can do without your listening and speaking skills to influence the hiring process. The recruiter is always in a better position to influence people’s actions when they can speak with them to ask questions, address concerns, and say things that will influence what they do. Situations where you need to use your listening and speaking skills should be handled over the telephone, not by email. With email, the question is not whether to use it, but when to. In the long run, it will be easier for people to delete your emails than it will be to hang up on an effective, verbal presentation.
6 Find Hourly Recruiting Contracts
When it comes to finding and pursuing hourly recruiting contracts, there is no better place to look than the internet. Whether you visit one of the top employment web sites, or the jobs section of your local newspaper online, there are usually employers or staffing firms who are seeking a recruiter on an hourly basis. To find ads for contract recruiters, search the web using keywords like “contract or part-time recruiter.” Since most hourly contracts involve doing some internet recruiting, companies like to advertise online to find people who are familiar with using the web for employment. When you find contracts that interest you, submit your resume and be ready to sell the company on why you’re right for the contract.
7 Applicant Tracking System
Recruiters are always seeking a better way to organize the vast quantities of information that come across their desks in the forms of resumes, job descriptions, and client information. A web-based applicant tracking system, or ATS, for short, allows you to organize and store all of your recruiting information in a private account which you can access via the internet. An ATS offers many benefits including: resume and job order storage, auto-matching of your resumes and job orders, contact management, resume parsing, and others. An ATS will keep all of your data at your fingertips and let technology do some of the work for you. You can also integrate an ATS with your recruiting web site so that when candidates submit their resumes through your site, the resumes automatically go into your ATS, where the system attempts to match them with current job orders.
8 Find potential business partners
The internet provides an endless audience of potential recruiting partners with business goals that are similar to yours. A partnership involves two companies who work together to achieve some mutual benefit. For recruiters, partnerships can be formed to achieve a variety of goals including:
Generating revenue through shared placements;
Sub-contracting temporary workers through other staffing firms;
Increasing brand awareness through co-marketing campaigns;
Co-sponsoring a job booth at a job fair
And these are just a few examples…
Potential recruiting partners can be found online through search engines, recruiting web sites, and online business directories. The easiest way to find them is to search the web using keyword combinations like “recruiting” and “staffing” along with your industry name and location. When you find potential partners, first, identify their key contact for exploring partnerships and make an introduction. If the partner is receptive to your call, explain how you see the two companies working together for mutual benefit. If they show an interest in partnering, draft a proposal that outlines the roles of each party, and give it to the partner for consideration. If they like what they see, you can form a partnership.
9 Have your own recruiting web site
Having your own recruiting web site is a great way to establish an online presence for your recruiting business. A recruiting web site can be used to announce your recruiting service and enhance your credibility as a dedicated provider. Each page of your web site is a chance to tell visitors what sets you apart from other recruiters. Your can describe your industry specialty, the types of jobs you recruit on, your geographic emphasis, and the fees you charge to clients. Most recruiting web sties are designed for two audiences: employers and candidates. Therefore, your site needs different sections that speak to both audiences. The section for employers should talk about your expertise in recruiting and your commitment to serving companies. This section will be most convincing if you add testimonials to it from satisfied customers of your recruiting service.
In your Candidates section, highlight the job titles and locations of candidates that you specialize in working with. Here too is a good place to name your clients to establish credibility as an active recruiter in your field. Your candidates section is also a good place to list job orders that can be applied for directly through your web site. By providing an online resume form or email address, you’ll give candidates an easy way to submit resumes and express their interest.
10 Entering Shared Placement and Split-Fee Agreements
Millions of dollars are generated online each year between recruiters who share their job orders and candidates for the purpose of making a shared or split placement. A shared placement involves two recruiters who cooperate to make a placement together, and then share the placement fee between them. One recruiter matches their job order with another recruiter’s candidate, and the two parties work together to make a shared placement. The internet has completely energized the amount of shared placement activity among recruiters, many of whom are working right from home on a personal computer. The shared placement process begins when one recruiter contacts another to request their help in filling a job or placing a candidate. Finding other recruiters and staffing firms to share placements with is easy if you join an online shared placement community. A shared placement community is a web site where recruiters exchange their candidates and job orders for the purpose of making a shared placement. Members of the community, most of whom are recruiters, upload their jobs and candidates making them viewable for other recruiters to act on.
When two recruiters feel they have a match between a job and a candidate, they enter a shared placement agreement, and decide how the candidate will be presented to the company. This type of collaboration requires that both parties understand what roles they’ll play in managing the hiring process. One recruiter may deal with the company, while the other deals with the candidate. Or, the two recruiters may choose one person to handle all communication with both the client and candidate. As long as both recruiters understand what their roles will be, the chances for a streamlined communication are very good.
Most shared placements are paid 50% to each recruiter. That is, when a shared placement is made, half of the fee will go to the recruiter with the job order, and half will go to the recruiter with the candidate. If together you fill a position that pays $100,000 annually, and the fee percentage agreed to with the client is 20%, then the placement fee owed by the company would be $20,000. That $20,000 would then be split between the two recruiters resulting in a $10,000 gain for each recruiter. If the terms were anything other than 50-50, the fee would be adjusted accordingly with one recruiter taking a larger percentage of the fee.
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