Can you find 30 candidates in 60 days? Anne did. This healthcare company was looking for customer service representatives. With 10+ years’ experience as a Healthcare recruiter, Anne decided to submit a proposal for this opportunity.
S: What was your selling strategy?
A: Well, I had the technical knowledge and experience, so I knew what they were looking for. I also knew what kind of candidate they wanted to avoid, so when I wrote my proposal, I included a description of the ideal candidate and pitfalls I wanted to avoid.
S: How do you negotiate high volume? Do you offer replacement?
A: Replacement can be a challenge, especially when we are talking about high turnover positions, so I prefer to lower my per hire rate but I do not offer replacement.
S: Speaking of per hire rate, do you mind telling us a little more about how this works?
A: Well, in this case, I went for the long run, so instead of my usual percentage fee, I offered a fixed (and lower) “per hire” rate. So far I places 32 candidates.
S: WOW, that´s impressive!
A: And that in less than 60 days. I know there is more to come, they will be open more positions, so this has been a very successful partnership.
S: And how do you get paid?
A: I get paid 30 days after the candidate start.
S: What is the best strategy to make 6 figures?
A: In my case, I focus on high volume recruiting positions and in developing a strong candidate pipeline, so that the client knows that I am the go-to person when they need someone new for that position.
S: What would you say to someone who is just starting in the recruiting business?
A: Make sure you understand the position you are working on and screen your candidate before sending the resume to the client, especially in high turnover markets.