June 23, 2018

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Nine Ways to Leverage Your Recruiting

Are you whittling away your time and energy? If so, you're not alone.

Many recruiters spin their wheels, day after day. And while it's unrealistic to expect each recruiting call, client visit or sendout to result in a placement, it IS possible to use economies of scale to leverage your efforts. Here are nine ways to leverage your efforts:

  1. Build key accounts. By cultivating a relationship with one company with multiple openings, you'll only have to deal with one decision maker, one corporate culture, one fee agreement and one set of rules.

  2. Focus on similar or overlapping job orders. That way, you can draw from a single pool of candidates.

  3. Recruit candidates with similar skills or market affiliations. If you prioritize searches that yield a reusable inventory, you won't gather a vast collection of needles that may never find a haystack.

  4. Set consistent ground rules. For clients, that translates into a standard set of fees, guarantees, points of contact and presentation procedures. For candidates, it's best to develop minimum screening standards for urgency, mobility, motivation and counteroffer risk.

  5. Rotate your marketing. Time your outbound communications so that clients, prospects and candidates receive your e-mail, direct mail or voice mail once a month or once a quarter.

  6. Broaden your exposure. Whenever possible, post or cross-post your jobs online, and market yourself by writing articles for print and Web-based publications.

  7. Educate your candidates. Help them compete more effectively by publishing resume templates, interview tips and job comparison charts on your Web site.

  8. Monopolize the flow of candidates. In other words, avoid situations where the odds are stacked against you. It makes more sense to work one "exclusive" where all five candidates are yours than it does to work on five jobs in which you only have one of the five candidates the employer plans to interview.

  9. Batch your meetings. If you're working with multiple decision makers, put all of them in the same room when you write the job order. You can also ask each person to fill out a questionnaire that describes the job and then compare notes. If your sales staff and recruiting staff are separate, make sure both of you meet with the decision makers. That way, you'll avoid the "lost in translation" syndrome that can cripple a search.

As a recruiter, you can either carve a tree into a toothpick or cut the tree into lumber and build a house. I prefer the latter approach, where the least amount of effort produces the most useful results.

-Bill Radin

Bill Radin is a top-producing recruiter, trainer and author of "Billing Power" and "The Recruiter's Almanac of Scripts, Rebuttals and Closes." ADVANCED RECRUITERS! his latest audio program, "Advanced Strategies for Recruiters," is packed with money-making ideas and tips for owners, managers, solo operators and experienced recruiters. For more information, please visit my website at or give me a call at (800) 837-7224.