What's best approach for a newly started Recruitment business to get it's first client?
How should & what approach should newly started recruitment business can take to win it's first client or business, specially in a situation when it's new in the market, no references, no testimonials, no backbone. ?
Should it go first after people who can hire or job seekers who can start?
Thank you to everyone, who have contributed their wonderful suggestions and advice on the question. It really helped and all i can say, it worked. Once again Thank you.
"Should it go first after people who can hire or job seekers who can start?"
Yes, go after both. I would recommend spending alternating times (weeks, days, half-days ) with each approach as they are different. I would target job seekers today and hiring managers tomorrow.
You have to create an online presence that can paint your company as a larger entity than it is. Check Craigslist to potentially find a position you might try to fill yourself with candidates you could represent by also placing ads there, formatted differently, where you will have some candidates responding. Also, use the inexpensive way of reaching out to prospective Employers and Employees through Video Marketing of your company. Details can be changed on those monthly without losing the positions in the Google search listings. See this Video: http://youtu.be/dyra8vHlwZI
Some great advice above. Jobs are in short supply at the moment, so if you have a job, it should be easy to fill.
My answer = get the job first. There are numerous websites where you can offer jobs and get CVs in a matter of minutes or hours, so I fail to see why filling a job would be tricky.
Who you know is everything. Of them, who has a budget, is looking and hasn't yet called an agent? So get on the phone, arrange some planning meetings and get to know their recruitment programs for 2014. Keep in touch and be ready with a great service for when they need someone.
While this builds up, consider getting a part time job for the income.
Have you identified a market where the staffing requirements are positive, possibly even increasing ? I hope so - there's no point operating in a market with which you might be familiar, but which is going nowhere (and maybe that's why you are starting in business for yourself).
Obviously, you need to identify those potential Client companies, and that means checking up on them, independently, 'burning the midnight oil'.
What will make you stand out ? Basically, your Professional Style and "Can Do" attitude. There are Job Fairs held almost everywhere - go to them, and don't be a 'shrinking violet'. Ask Employers what their Recruitment problems are, and LISTEN. You are, of course, a 'Professional Headhunter', aren't you. Just leave a business card, and make an appointment to contact the Company's HR Department in, say, one week (and MAKE SURE that you do !).
Where are you going to find Applicants ? Well, LinkedIn is a great place to start. After all, it's not simply a Professional Debating Centre. Also, there are generic style Job Opportunities that Job Hunters can read and submit against - but NEVER pretend that there is a specific job to an Applicant, or a specific applicant to an Employer - no one likes a liar, and you must maintain a professional and honest style throughout.
It's better to start with a call answering/forwarding service, than invest in an office with all the overheads that takes, at the start. The KEY point is that you should always be reachable, within 10 minutes of a call. Everyone feels better if they KNOW that their call will be answered promptly.
And you DO have a professional-looking website, don't you ? Somewhere that Job Seekers will want to send in their CVs, and hopefully you made it attractive for Employers to look through - your Business Card DID have all contact details, didn't it ?
The point about a Recruitment Company is that it has a target Market (Clients) and a relevant Skills Database with CVs.
So, how will you match skills to opportunities ? When you were commiserating with Company Hirers, you did establish what mattered most to them, didn't you ? (And you discussed Training Schemes that either the Company, or another Organisation offered !)
Bear in mind that the Company Representatives you met were probably at least one step away from the actual Hirer, so you DID leave a Key Points document behind, and picked that up when you visited HR ?
Sometimes, it is far better to have friends and contacts who you can rely upon, to analyse the Hirer's Requirements (and hopefully read CVs and break them down into certain key areas), than use your own experience - why - because then you won't be prejudiced in your approach.
And NEVER be afraid to get clarification of any terms you don't understand - you will quickly build up both your own Knowledge Base as well as gain a Reputation as someone who wants to ensure that there is no misunderstanding.
Don't be the Cheapest Agency, nor the most Expensive. Remember - when people get quotes for work, they generally ignore the most expensive and the cheapest, then look hard at the middle level players.
And when your successes start to happen, look at your Business Model and apply any relevant tweaks. If you happen to get lucky in a niche market, make sure that you exploit that.
Simple philosophy about advertising - Kelloggs don't advertise cornflakes just to sell them - they advertise to remind shoppers that they still exist, and are a brand that can be trusted !
Just care about your clients. All your marketing, presentations, discussions, meetings with prospective clients, etc should all revolve around caring about your client. If you genuinely care, then your client will notice and this will set you apart from your competitors. Just care. It really is a major differentiator no matter what strategy you choose.
Definitely aim at getting the companies onboard as clients. As has been mentioned this os tricky, so networking, whether physical or virtual can be a great help in getting past the gatekeepers. Give the job market there are plenty of candidates available for any vacancy. Perhaps another angle is the vetting you do before submitting candidates to your clients. Again from experience many of the interviewers in companies are not very skilled, so any help you can give them in that quarter to ensure good fit and quality will go down very well.
Start really getting fluent with social media. Go to networking events. Introduce and partner with any job search companies or job search teams in the area. Utilize former peer and work associates as well. Also partner with the small business network. They may need your services or give you referrals.
I worked in the staffing industry for 10 years thats a tough question. My suggestion is get the clients first. Getting the employees will be an easier task. In this economy I have found it is tough to meet clients face to face without getting "blocked by human resources" Always try to find someone in the company who can get you into HR.
Also, when you are selling tell them how you are different. There is so much competition in the field and you want to offer something your competitiors are not.
You need to first get a database of job seekers to start with, use social media to talk about your services-highlight the uniqueness of your service, create some content through blogsites for job seekers (on how to write a killer resume, what are the typical interviews questions etc) and for recruiters (on what are the latest recruitment tools, tests etc). Creating content on web will help you get noticed and taken seriously. It is important to keep your online content fresh and happening! You may even provide links to some useful resources- just keep adding content to your website/blogsite.
Of course, you must have good brochure ready with details on your services, offers and more. Keep contacting recruiters with your offer of solutions through social networks etc.
Meeting the HR decision makers personally is essential. Keep a target of meeting at least one new prospect every business day. It is important that you have all your brochures, recruitment materials, websites content, social media content updated and ready when you start making your sales calls.