Are You Missing Out On Placements? | White Paper | RecruiterMLS™

© 2015 RecruiterMLS All rights reserved. www.recruitermls.com (321) 348-0310 [email protected]

Are You Missing Out on Placements for No Good Reason?

How Recruiters Blow it with Conventional Approaches, Tools & Networks

that are Too Slow, Tedious, & Costly

John Saravanja, Founder & PresidentRecruiterMLS, Inc.37 North Orange AvenueOrlando, Florida 32801

Summary: This paper tackles the difficulties contingency recruiters face and how they often lose out on placements. It also addresses how to fill the gaps, and it points to one comprehensive solution that can tie up all the loose ends with an increase in overall efficiency.


Are You Missing Out On Placements For No Good Reason?

2

Contingency Recruiting is a Tough GameEven if you’re an industry veteran with a lifetime of recruiting experience, you face challenging problems on a daily basis.

TOUGH CHALLENGE #1 You have a database full of candidates, but you’re having trouble keeping track of them. Even with an overflow of job orders, you can’t come up with candidates that qualify for the job orders you have.

TOUGH CHALLENGE #2 Worse, you’re having trouble getting job orders in the first place.

TOUGH CHALLENGE #3 You may be constantly losing successful matches to other recruiters. Companies and candidates alike are working with multiple placement firms, so you’re competing to fill the same job orders. As a result, you may rush to send over candidates that aren’t the greatest fit, so both parties quickly lose interest in your work and leave you out in the cold.

On average, according to the American Staffing Association, only 25% of all job orders get filled. And success is more highly concentrated among larger firms, so the typical contingency recruiter is losing out on a lot of income.

Every day you face pressure to sacrifice quality for quantity of matches.

Many candidates and companies are not fully invested in your work, so it can be hard to commit fully to them.

It’s said that 80% of results come from 20% of the work, but which 20% is it? When you can’t figure out which 20% to focus on, revenue is constantly slipping through the cracks. Let’s face it, you have bills to pay, and it’s hard to deal with all these tough challenges.

So What Are Your Options?What do you do when you’re having trouble filling job orders or have hot candidates but nowhere to place them?

Option #1 Many recruiters pack 70 hours or more into a work week, but before long they hit a wall.

______________________

On average, according to the American Staffing Association, only 25% of all job orders get filled.______________________



3

Option #2 You may opt to use small networks to create split opportunities, but everyone loses income, so in the end it’s not a wholly sustainable form of doing business.

Option #3 Nowadays more recruiters are looking to online solutions, from connecting with others over Linked In to paying upfront for premium services. The pay-to-play option digs into your pockets, and it’s risky because there is no guarantee of results. Even if you match a job order with a candidate, the result is a smaller profit for you.

Option #4 Some recruiters look to Internet networks for a small group of their peers to do splits with. But there is always the risk of someone cutting into your slice of the pie. Also online networks are typically inefficient. Most of the qualified candidate profiles are bombarded with emails from recruiters, so the chances of them responding to you are actually quite low.

Ultimately, recruiting is a game of connections, so you have some other possibilities.

You could go work in a large office with a more broad, built-in network and established reputation. You would have a little more job security with a larger network of collaborators to help with your client and candidate pools.

Maybe you know someone who manages hiring at a particular company— someone who can give you an exclusive. That’s great but unfortunately, even with a friendly exclusive, you may not always have the right candidate and can easily hit a bottleneck.

If you are lucky enough to have a trusting, positive relationship with a small group of peers, you may gain access to a few more candidates or potential job orders that help you make a placement.

But here are some risks you’d rather not have.

Normally you put yourself at risk on a split.

If you join a larger firm, you can make a little more than working alone, but the larger the company, the smaller the gain. In fact, recruiters at larger firms versus small offices typically give up $16,000 a year in income.

With a limited pool of candidates, relying on just one source of job orders for the bulk of your income can cost you. You may only place on 25% of those, and the time line for placement is often quadrupled, resulting in much less revenue in the end.

______________________ Recruiters at larger firms versus small offices typically give up $16,000 a year in income.______________________



4

There’s No Reason Your Job Has to Be so ToughImagine you still work alone but you’re not really alone . . .

ü You share candidates and job orders anonymously, so you don’t risk losing one or the other to another recruiter.

ü You collaborate anonymously, so efficiently that you make a higher number of placements in the end.

ü You don’t waste time or risk revenue.

ü Candidates are managed by one recruiter only—for life—and a patent-pending Recruiter Unification™ system allows for the entire process to flow seamlessly.

It’s all possible!

If you want to sell your house, you use the real estate market MLS, right?

Now the recruitment industry has the NEW RecruiterMLS system.

Some websites claim to be your partner, but are just looking to take you for all they can. Not the RecruiterMLS. It is not a pay-to play site. It’s a website that truly partners with you. If you don’t win, it’s a loss for everyone. When you place, everyone is happy.

At the same time, candidates feel great because they can use just one network rather than wasting their time with many.

What’s the very best thing about this unique system?

A candidate can only be attached to one recruiter for life. Just like in real estate, you’re the one who collects from your listing.

Candidates may be viewed by others and can apply to all job orders posted, but once candidates have attached themselves to a particular recruiter, that recruiter earns all candidate-side revenues.

With the RecruiterMLS, there are no up-front fees, and you pay just a small flat fee when you place a candidate. The site is designed to allow for quick, effective searches so you can collaborate with other recruiters—at no risk of losing revenue.

Plus you can bring your existing candidates into the website using our secure and efficient SmartInvite™ system. When candidates accept these invitations, it’s a testament to the quality of the relationship you have cultivated.

______________________ Candidates don’t have to be lost at the bottom of a pile, and you don’t have to beat your head against the wall searching thousands of unqualified candidates on a pay-for-play site over one job order.______________________



5

Does This Sound Too Good to Be True?You probably know a lot about split boards/networks and have probably tried most of them. More often than not, you’ve been disappointed by a tedious, slow process with a few big dogs that take all the action. So of course you’re skeptical.

The RecruiterMLS is not just another giant resume mill. It’s revolutionary. It was invented by John Saravanja, an IT recruiter and computer programmer who has solved the bottleneck in the recruitment process. Instead of storing thousands of placeable candidates, John developed a new industry standard recruiting platform and public listing, a secure place to showcase your candidates and jobs to other recruiters and efficiently collaborate with one another to make placements.

Get Used to Highspeed Recruiting™. On the RecruiterMLS the recruiter/candidate relationship is extended into an efficient online environment. From now on, you have an army of other recruiters searching your candidate profiles and taking action on them—24/7/365. Recruiters use their dashboards to rapidly take action on each other’s candidates and jobs—all with a few clicks.

Even non-members can search the public database of recruiter-owned candidates and jobs. Recruiters register only after they find a match for one of their opportunities.

We know you have genuine concern for your reputation and the success of your candidates and clients, and you may be stronger on the candidate or client side. If you are already collaborating with other recruiters, you can build business together using the RecruiterMLS.

Starting Today, There’s a Better WaySign up at www.RecruiterMLS.com and start using the site today.

For a no-cost analysis of your recruiting needs and the quickest path to success on the RecruiterMLS, contact a Senior Consultant at [email protected] or call (321) 348-0310

You’ll have support from a team of experts who want to see you succeed. With no fees unless you place, you have nothing to lose.

Invite some candidates to be represented by you, invite some others to work with you, browse job orders, and start making more money.

______________________ Easy search tools can save you hours when scrolling through resumes, or looking for an appropriate job for your top candidates.

No more spending hours “dialing for dollars.” ______________________

Documents

Are You Missing Out On Placements? | White Paper | RecruiterMLS™