Know Your Client
Getting good job specifications and thoroughly assessing the client is as important as determining your candidate's skills. This is important in successful placements across the board, but in placing consultants and contractors it becomes more so - you'll occasionally feel like you are the one being interviewed by the consultant. Provide complete information on the tax status, corporate culture, specific task, lines of responsibilities, technology, and length of assignment, as well as the possibility for advancement or repeat placement. This will tell the candidate that you are professional, thorough, and looking out for their best interest.
Again, relationship building is key, and indicating that you are looking out for your candidate by accurately assessing your job requisitions will help establish trust. Remember, you are "selling" the client to the consultant as much as the consultant to the client.
Repeat placements benefit from and beget good relationships between all three parties - candidates, clients and recruiters. Making repeat placements will lower your cost per hire by decreasing both your candidate sourcing allocation and the effort devoted to developing new client relationships.
If sales and recruiting duties are divided between two individuals, make sure that the sales representative calls on the client to assess their degree of satisfaction with the employee that you've placed. If it's an exceptionally good fit between the employee and the company, they may want to retain talent even if that particular project is over. Stay in touch and keep abreast of client needs to anticipate an opening that might fit your highly skilled worker.
Sales and Recruiting Working Together
Sales and recruiting working together builds successful placements. The relationship between the candidate and the client is modeled within the recruiting firm by the sales and recruiting arms. If the right hand doesn't know what the left is doing, valuable opportunities for up-selling, repeat placements and general client satisfaction will be lost.
We've stressed the importance of the recruiter understanding the candidate's "hot-buttons" and the sales representative understanding the client's needs - these strengths are doubled when an effective channel of communication exists between the two. Start the relationship building process in the office with skillful handing of any challenges. Both parties need to buy-in to any process that affects sales and recruiting. Build trust and communication by establishing strong lines of communication and both parties keeping their "eyes on the prize": increased quality placements.