In my last few blog posts for the Top Echelon Recruiter Training Blog, I’ve been addressing the topic of hiring recruiters. With that in mind, below are some of the best sources for finding high-potential recruiters for your firm:
- Successful sellers of other high-end services (real estate, brokerage, insurance, investments, high-end capital sales, etc.)
- Tele-marketers wanting a step up, but not qualified to take it because they lack the characteristics and abilities of top-billing recruiters
- Parents with sales experience who have been out of the labor market for several years
- The retired professional who is not ready to fully retire, but seeks a better route to income than they may have in any other opportunity
- Those to whom $80K-100K is a serious and reachable goal (an average recruiter will create much more than that level of income)
Be careful about who you hire. You are making a big decision!
Hiring a recruiter can be as costly as the decision to remodel a kitchen, buy a car, or take a great vacation.
The challenge of being a search recruiter requires 100% commitment and intense mental focus. The personal and financial investment you will make in the effort to develop billing recruiters is a major one. (Conservative estimates range from $12-15K per hire considering base income and expenses.)
Another consideration of miss-hiring is the loss of revenues while trying to develop a lost-cause candidate.
Food for Action, Not Thought
The demand for our services is rising and demographic realities dictate a historic demand in the near future as the candidate talent pool evaporates.
The conditions and realities of the recruiting marketplace present us with the best of times to build our firms and increase our revenues, right now.
The most successful and solvent recruiting firms start hiring and developing talent in advance of a hot marketplace.
A Final Thought . . .
The well-advised owner knows that building a staff of highly productive recruiters is the only fail-safe strategy to creating equity in your business. When it comes time to consider selling your enterprise, the buyer must see a going concern in your absence. Great tools and investments in technology pale in their potential to create wealth and equity when compared with what top producers bring to your business.
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Doug Beabout, CPC, a guest writer for the Top Echelon Recruiter Training Blog, has a career that spans 20 years of expertise in recruiting, personnel services, firm ownership, and training. His tenure in recruiting includes building four highly successful businesses and establishing hundreds for others worldwide. Beabout speaks to state, regional, and private recruiter associations. He is a consultant to many corporations and personnel firms. Beabout is currently owner and president of The Douglas Howard Group, a professional recruiting firm, and conducts several online training programs for recruiters and researchers. He can be reached at 850.424.6933 or via email at firstname.lastname@example.org.