1. You Ask the Right Questions
You don’t waste time. Before working on an opening, you qualify the job order. You ask all of the right questions to gauge if the opening can truly be filled. This process helps both you and your client assess if a candidate actually exists for the position, as well as if your client is really prepared to bring on a new hire.
2. Contacting the Competition
While social media tools – specifically LinkedIn – have made it easier for companies to contact people working for their competitors, it is still a bit taboo for an internal recruiter reach out to the competition. And should your client risk contacting the competition internally, they still have to make the pitch, and gain the candidate’s trust – both skills that your are adept at.
3. Savvy Salesmanship
You can persuade a highly sought-after candidate to sign with your client, because you are a great sales person. First, you have to sell your personal brand and your services to your client. Then, you have to sell a position to a candidate who may, or may not have been looking or an opportunity in the first place. Finally, you present the candidate to your client, and are prepared to explain why this candidate is “the one.” You can close a deal; otherwise you wouldn’t be in this business.
You already know the many, many reasons why companies need a great third party recruiter. But do your potential clients know why they need your services?
Download “10 Reasons Why You Need a Third Party Recruiter” to pass on to a potential client & thanks for reading the Sendouts Blog!