Comment by Paul Alfred on March 28, 2011 at 12:51pm

Let the game begin ... So Christopher since you could not answer my questions on Tim Giehill's Blog "Job Boards Are Still Alive" you pose these ... Ok I am going to do what you could not do for me by answering your questions:

 

We support Clients with difficult roles when their existing resources fail to which includes Job Boards and that is my pitch to my clients.  That`s what they pay me for....  I ask our client`s one question the same one I ask you. `If you have invested in a Job Board to source candidates and we utilize the same Job Board do we provide any value...?? The answer I get 100% everytime is NO!    They then ask me how are we different ...  I get into it ... 

 

2) Yes as in the above they give a rat's  a$%  because they have already invested in Job Board resources.  Yes they are impressed with the hire because we live by one Motto " The best candidates are not on the Market"....  

 

See how simple that was I have answered your questions... Can you please answer my question:  What value do you provide to your client if you both utilize the same Job Boards in Canada we have 2 major Job Boards Workopolis and Monster...   Again I will understand if you can't answer the question.

 

Comment by C. B. Stalling!! on March 28, 2011 at 2:34pm

Comment by C. B. Stallings just now

Delete Comment

@ paul,

 

Why are you wasting your time replying to something that is just what you called it a GAME.

 

Pick up the phone and call another client and try to set some interviews up!!!!

 

End of story!!!!

Comment by Paul Alfred on March 28, 2011 at 3:56pm

@CB benefits of Partnership ... and its my time to waste ...

Comment by C. B. Stalling!! on March 29, 2011 at 12:48pm

I wonder how many placements did you make last quarter or year...more or less than 10

Comment by Chuck Klein on March 29, 2011 at 1:06pm

CB - interesting point: How many placements SHOULD a recruiter make per year (say a one man band recruiter)

Comment by Paul Alfred on March 29, 2011 at 1:14pm

@CB Not sure if that's directed at me ... My recruitment team makes placements we average 3-5 placements per recruiter per month not including contracts  .... What does that have to Christoper answering my question .... ?@#?

Comment by Alan on March 29, 2011 at 1:39pm

I would hope that everyone sees everything differently. We can all look at the same candidates on the same job boards and be intitially struck with different impressions. If we follow the old addage of the purpose of an interview is to justify our intitial impressions of that candidate. Take that a step further: different people will see different things in a candidate's profile/resume which produces a multiple dimension candidate. Things you didn't see and things your client didn't see. If you are a true recruitment partner to your client, you both will appreciate the multiple dimensions each brings to the assessment of the suitability of the candidate to the role. The is a value statement. A dog is a dog and a star a star. If you need to find, hire and retain talented, game-changing people you don't want to over-look anyone.

Comment by Barry Frydman on March 29, 2011 at 6:33pm

I tell my clients finding candidates is easy to do these days.

My value add is helping them hire the the very best candidates.

 

My clients really prefer to hear that I have sourced their candidates based on my industry contacts.

I just wished I could always find my candidates this way.

 

Comment by bill josephson on March 29, 2011 at 6:56pm

1) My exclusive value to my clients is to find passive/invisible candidates they can't find.

2) They care about how I uncovered my candidates.  If it's the same way they find them on the Internet they'll pay me a fee, but won't be happy I did their job better than they did or just happened to beat them to the punch by hours or days.

Comment by Leah Davis on March 29, 2011 at 7:20pm

A slightly different angle but we are an exporter/sourcing agency. We solely source candidates for recruitment companies. Our clients dont care where we get talent from just as long as they are great and they dont already have them. But when it comes to finding new clients your issue can often be a barrier to getting new recruitment clients on to our books. Our approach is to focus on the key obective of "successful placements". If we get a candidate to a recruiter 2 days earlier than if they had found the person themselves and they make a $20k fee that they might otherwise have missed then everyone is happy. Our clients agree with this approach but other potential clients dont buy into it.

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