How to sell your services as a recruitment consultant working in a staffing agency
It is essential for businesses that want to expand and maintain a competitive advantage to recruit the best employees.
And because there is a shortage of talent, it is a significant obstacle, which led those organizations to make significant investments in their strategies for recruiting new employees.
And as a direct result of this, both agency and in-house recruiters now use the same tools, which is in stark contrast to the situation five or ten years ago.
- The question that needs to be asked is: Are employment agencies still important?
- If we are all working with the same resources, then why don’t our efforts yield the same outcomes?
What kind of response would you give to your customer?
What are your selling points ?
If I were to ask you that question:
- What would you say is your unique selling proposition?
- What are your unique selling points?
- Why should a client choose to do business with you?
If you want to be able to market your services and differentiate yourself from the competition, it is absolutely necessary for you to have a response to this issue and an understanding of the value that you bring to the table.
Why is a company usually hiring a staffing agency ?
In the first place, you have to find out the primary reason why a firm will often work with a staffing agency. This will allow you to target your audience and understand the issue that they are facing.
There are four primary explanations for this, the first of which is that they:
- either do not possess the necessary knowledge or the appropriate tools, which results in a deficiency of know-how.
For instance, the organization does not have a dedicated recruiter because they do not hire enough people or because they do not place a high enough value on recruitment to warrant having someone who focuses their entire attention on finding new employees.
Or they have a restricted budget for employee recruitment and a shortage of tools to work with.
Take, for instance, the recruiter accounts on LinkedIn.
- Reason number two is that they are unable to find the profile that they need by themselves (lack of expertise)
They have a dedicated recruiter and a recruitment team, but despite trying everything they possibly could and everything they are familiar with, they have not been successful in their efforts.
They are unable to locate this profile on their own accord.
In this particular setting, they are thinking about recruiting the services of an expert.
- Reason number three: The situation is time-sensitive (urgency).
Someone just left the company, and the information is extremely important to the business.
It is urgent that we find someone else to take his place.
Or perhaps we are working on a project that requires an additional profile.
If not, we would want for me to target, and we will end up losing money.
- And last, one of the reasons for this is that they just do not have enough people or time (peak activity).
Therefore, they have the expertise and we know how to locate those individuals, but due to a shortage of personnel or an increase in the volume of work, they are temporarily unable to fulfil all of the requests that have been made.
The recruitment crew is completely overwhelmed, and they are unable to keep up with the pace.
And significant businesses are well aware that they could face any one of these four predicaments at any time.
Because of this, they are prepared for any emergency by having a PSL to assist them.
Identify your prospect’s potential reason to hire your staffing agency
In addition, it is of the utmost importance to be aware of the circumstances under which your prospect is or may be, as well as to have an understanding of the issue: why are they unable to recruit on their own.
And then the following stage is to comprehend the effect that it will have on their company.
What are the repercussions if they are unable to locate the ideal profile in a timely manner?
What do you have to offer ?
Additionally, this is how you are able to market your services, and in order to do so, you need to be aware of the value that you bring to the table.
And in my experience, I’ve found that staffing agencies are beneficial in ten different ways.
- Know how and Experience
The first of these is the possession of both knowledge and experience.
This is something that many recruitment agencies have been doing for decades.
Their primary focus as an organisation is recruitment, which includes activities such as sourcing, digital marketing, process control, interview preparation, in-depth screening, objections management, negotiation, closure, and receiving referrals.
When it comes to recruitment, you will benefit from an experience that is unmatched in the industry.
- Market expertise
The vast majority of staffing agencies are structured according to different vertical markets. This means that if you work for an agency as a recruiter, you will be solely responsible for focusing on and placing specific types of candidates, such as cybersecurity engineers, accountants, salespeople, or IT project managers, etc.
As a direct result of this, he is in an excellent position to provide valuable market commentary.
For instance, about the industry standard in terms of income, or he may counsel you on how reasonable your expectations are, or he can guide you with pertinent questions that will assist you in gaining a better knowledge of what it is that you require.
He is able to give information regarding market trends, as well as what your competitors are doing, etc.
The fact that the recruiter is concentrating on just one area while simultaneously working with a wide variety of clients has allowed him to develop a robust network and candidates pipeline.
- Different reach
An in-house recruiter and a recruiter working for an outside firm won’t have the same reach. This is due to a variety of factors, the most important of which is the candidates’ preferences.
It’s possible for a candidate to be open to discussion with an agency but not with an end customer for a variety of reasons, including the fact that he wants the agency to execute the work instead of him.
He wants to maintain a central point of contact for all of these different chances.
The number two agencies may choose channels that you don’t, such as social media, or locations where you don’t have a presence for them.
Number three, a staffing agency can attract profiles that an end customer wouldn’t have because of some misconceptions or an unfavorable opinion associated with the client’s name.
The agency recruiter is now in a position to reassure the candidate or provide them with a different point of view now that they have a direct relationship.
And last but not least, there are candidates that your client is not permitted to approach because of a non-poaching clause with a provider or a client, for example, or because of a tacit or gentlemen’s agreement with a competitor. These are all examples of situations in which your client is prohibited from approaching candidates.
- Different tools
As recruitment is your core business, it is most likely that you are utilizing tools that your client is not using and you are not charging anything for it as it is included in your fee.
- Long-term advantages
In the same vein, you not only have the ability to place an ad on a job board where your client does not yet have visibility, but you can also assist him in enhancing, reviewing, or designing a brand-new job advertisement from the ground up.
And of course, as a customer, you are not obligated to pay anything extra in order to utilize this template for future jobs, even if you think it will be useful to you.
- Database .
A recruiting firm that, over the course of the last five, ten, or fifteen years, has established a qualitative database that contains powerful features has, of course, a great competitive advantage.
It completely changes the dynamic.
In the event that you work as an in-house recruiter, it is highly possible that they will be quicker than you and will present you with more profiles for that reason.
As a staffing agency, you may be able to attract more people and more profiles since they will feel more secure applying to work with you, particularly for high level roles or in niche sectors because the world is very small.
However, maintaining this level of secrecy is also incredibly beneficial to the corporation.
Suppose, for example, that you need to replace someone at the strategic level, and you want to do so without drawing attention. Using a staffing agency is a perfect way to do so.
A staffing agency can readily adjust to your requirements, provide more resources and allocate more agency recruiters on your request if necessary.
On the other side, an internal recruitment staff runs the risk of being swamped incredibly rapidly.
- The connection between the candidate and the recruiter
There are certain candidates who have been collaborating with the same recruiters for a considerable amount of time already.
Some of the others have even become friends with the recruiter and they are working on an exclusive arrangement with.
Staffing agencies bring value and are here to stay
Therefore, it is safe to say that staffing agencies have not yet said the final word, and in fact, their relevance is higher than it has ever been.
And that wasn’t even close to being comprehensive.
In addition, as a recruiter working for an agency, you have a great deal more to give than just your database; more importantly, you should never forget how vital your work is.