So cold-calling is less effective than it used to be and the recruitment consultant’s traditional markets are changing. If agency recruiters are now to forge new partnerships with the In-House recruiters at large Employers and develop new clients amongst the SME markets, how are they best to approach the task?
I think there will be 3 factors at play:
- The number of agency suppliers will reduce.
As you lose competitors within your space you should make every effort to acquire their clients. Perhaps you could offer the owner of the closing agency a financial incentive to make the introduction, buy the database or perhaps you can go direct. There will be an element of: “there’s a reason they’ve gone out of business here..” but nevertheless it’s still worth monitoring. Which are the ones to watch in your space?
- Agencies will become better at using Social Media.
Agencies will move away from websites saying things like: “We are the best at what we do…We put candidates before profit……We set up on our own because we wanted to do it properly…” and other such tosh and start developing Candidate and Client networks attracted by the quality of information and independent insight that their Consultants are able to share directly, via their website and via Social Media
e.g. http://www.wearedylan.com
- Trade bodies will serve their members more directly.
The recruitment trade bodies like the IOR and REC will soon realise that they need to sell more directly on behalf of their members. This may take the form of new business portals along the lines of the Talent Puzzle and Reed Exchange model being set up by the IOR/REC and run on a Not-for-Profit basis. It’s easily done. This way, members will get a direct financial benefit for the membership subs they pay and it just might attract bigger membership take-up.
Just started LinkedIn/IOR debate on this here: http://linkd.in/A3e1Ft
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