From the course: Niche Recruiting
Limit the number of job titles
- Can you imagine having a health problem and not seeking out a specialist? Of course not, and it's the same with recruiting. Job seekers want to work with a recruiter who specializes, so you need to be recognized as an expert for specific job titles within your niche. Let's see how you can specialize your recruiting efforts to fill requisitions in your niche faster, and with better talent. First, do your homework to find five or six specific hard-to-fill job titles in your niche. Trade publication articles and job board ads will help you identify hard-to-fill jobs. You can review surveys of hard-to-fill positions, or ask hiring managers to identify the talent that's most difficult to attract. The key is to recruit where the demand is high and the supply of talent is low. You then brand yourself as a recruiter who specializes in placing those five or six titles. Position yourself as an expert with prospective clients. Establish top-of-mind awareness for the specific type of talent you recruit. Design marketing presentations and materials to reflect the specific titles that represent your area of expertise. Next, be ready to present the best talent at a moment's notice. Build a pipeline of talent in advance, so you can beat your competition when the need arises. When you develop a reputation for placing top talent with the six titles, word will spread, and candidates will begin to track you down. When the business you write aligns with the candidates you have in your pipeline, you will fill a higher percentage of your requisitions. A great example of how focused recruiting works comes from one of my consulting clients, who wanted to grow his recruiting firm from 10 million to 15 million. When I asked him how many titles his firm placed, he responded 58. I challenged him to go back and review the job titles where they filled business, not where they wrote business. He was shocked when he realized that 95% of his fills came from six titles, but his recruiting team had worked on 58 different titles. I then asked him to research what percentage of those six titles were filled. He estimated it would be 75%. When in reality it turned out to be less than 20%. When his team changed their process, and focused 100% of their recruiting efforts filling only the six titles, his sales almost doubled, and he easily surpassed his goal of 15 million in less than 18 months. Remember, you're judged by clients on your ability to fill the business you write. You're judged by your candidates on your ability to help them make their next career move. When you specialize and limit the titles you place, you'll attract great clients and candidates who will help you consistently achieve your goals.
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