In this email 👇

• Pick Wisely. Time is money.

• Key Indicators. Know where to look for job orders.

• Go-Deeper. More challenging, the better.

• Doors Open. Use what you have to get more business.

• 🎁 BONUS. LinkedIn TRICK 👀

Pick your vertical

Whether your recruiting for technology, sales, marketing or finances positions - stick to it!

Spreading yourself too thin = trouble

The more comfortable you are recruiting in an industry, the better you can:

• Screen of Candidates - Due to your domain knowledge.

• Qualify Job Reqs - Because you know what to ask / look for.

When you’re starting out, chances are you’re going to want to work any job order that comes your way.

Feel free to give it a shot, but time is money and you’ll find not all job reqs are equal.

Key Indicators

Sales people KILL for warm leads, recruiters are no different.

Which is why it shocks me most don’t go to the source…

What’s the source you ask?

👉 Job boards!

If a job is posted on LinkedIn, Dice, Indeed, etc… chances are that company is hiring for that position.

I understand “ghost” jobs exist, but the truth - it costs money to post a job on one of these platforms.

So why would a company post a job just to loose money?

… they wouldn’t.

So instead of just randomly reaching out to companies, start with a job posting, then research and identify who that role reports to (hiring manager).

Use LinkedIn for that part.

👉 Example: If a Software Developer job is posted on LinkedIn, chances are the Software Development Manager at that company is involved with hiring for that role - reach out to them!

Take it one step further…

As we touched on above, not all positions are valued the same.

Just as not all positions are equal in difficulty to fill.

👉 The harder the position to fill, the more a recruiter is needed.

• Example I: Robotics Engineer or Help Desk Analyst

• Example II: Automation Engineer or Sales Associate

Question: Which role do you feel is more challenging to fill?

The harder the search, the more resources are needed for the search.

Recruiters will always be needed, just not for the layups that once existed.

Make it even HARDER!

Question: Are remote or on-site positions harder to fill?

Answer: On-site

Why?

Because the candidate pool narrows greatly, therefore making the search that much more challenging.

If you’re catching a theme - The harder the role is to fill, the higher the likelihood an external recruiter is needed.

Something you may not realize too is by targeting a certain vertical, or even a specific job title, the more valuable your pipeline becomes.

Here’s what I mean… 💰

If you get a job order in Atlanta, Georgia for a controls engineer.

Chances are there are other companies in Atlanta, Georgia hiring for controls engineers.

So once you get a pipeline going and some quality talent in your back pocket, pro-market those candidates to other companies in the surrounding areas to get more job orders.

There’s nothing more powerful in recruiting the pro-marketing quality candidates.

Even if the candidate does not get the job, you have established credibility and a foot in the door with a new client by using the same assets you already had (therefore requiring very little additional work).

🎉 BONUS TRICK!

LinkedIn has a nifty feature that allows you to search for people “actively hiring”.

Follow these steps 👇

1. Enter a job title in the search bar

2. Filter by people

3. Select actively hiring

4. Click connect

5. Send a personalized message

What’s Next…

👉 How to fill your first job order 🎯

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See you next week, friends!