10 Ways to Increase Your

Recruiting Agency Leads

www.erecruit.com/adapt

www.erecruit.com/adapt

In a highly-competitive market, recruiting agencies need to pull out all the stops

to find high quality candidates and new clients looking to hire. New business

leads are a key component when it comes to maximizing placement revenue. It’s

no longer enough to rely on standard methods of sourcing candidates and

occasionally contacting target clients to ask if they are hiring.

Often, gleaning useful lead information can be as simple as making better use of

your existing database, or remembering to ask contacts the right questions, every

time. Recruiting agencies also need to take a smarter approach to generating

leads, from using the best methods of gathering and updating valuable candidate

information to effectively pre-empting corporate hiring plans.

In this eBook, we provide our top 10 tips to

generate leads and capitalize on every

opportunity to win more business.

10 Ways to Increase Your

Recruiting Agency Leads

www.erecruit.com/adapt

Question Time

Always go beyond the obvious when

interviewing candidates and ask questions

designed to generate leads.

Candidates are not only a valuable source of placement revenue, they can also be

great lead generators. When you interview candidates internally, before putting them

in front of clients, make the most of this opportunity to ask questions that generate

leads. Additional questions should include:

•Where else are you interviewing and who else are you talking to? This might uncover

intelligence about an organization that is looking to fill a number of positions for a big

project.

•What is happening at your current workplace that is driving you to look for a new

job? If there is unrest or lack of development opportunities, could you source similar

candidates?

Looking beyond the routine questions and drilling down for that extra insight will help

you gain the competitive edge. Perhaps you’ve been trying to get your foot in the

door somewhere but you don’t have access to the correct contact. If this candidate has

worked there in the past, ask them the name of the person they worked for or relevant

individuals who are responsible for hiring. Now, armed with contact details, you have

the leverage you need to get through the door.

www.erecruit.com/adapt

Update Candidate Records

Candidate data is constantly changing. It is vital to keep that information up-to-date

and, in the process, maximize your opportunities to discover new leads by always

having actionable data on file.

Reach out to past and current candidates regularly to check that the information you

hold on them is still accurate, find out about their most recent work and qualifications,

and get feedback on your service offering.

It is also a chance to ask additional questions, such as:

•Are you considering looking for a new job?

•What other interviews have you attended?

Email is one of the most appropriate and effective methods of communication in this

case. You can connect quickly, and en masse, saving you time. Make sure any new intel

gathered is added to your CRM system for up-to-date and accurate records.

The reference process for successful candidates can also be a good source of leads.

Handled with care, calls to the candidate’s current employer for a reference can

provide access to the right contacts within the business who may have positions open

now or in the future.

Contacting candidates to

make sure their records are

up-to-date is both a valuable

way to keep in touch and a

chance to generate new

business. The best person for

a job could be among past

candidates who have since

gained new skills or

experience.

www.erecruit.com/adapt

Update Client Records

Updating client information is vital to sustaining year round

business. Onsite visits and proactive phone calls provide high-

value contact opportunities and – armed with as much

information as possible about the client – the time spent on

updating details can be a source of valuable business leads.

If you are not updating your client records regularly, you might miss opportunities to

get your foot back in the door.

Are you going out and visiting clients on a regular basis? That’s great, but less valuable

if it’s not documented on the system when the next person comes to pick up the

phone and call the client. It’s always important to track contacts made and set

reminders to keep in touch with clients regularly.

It’s tempting to prioritize clients with currently filled placements, however, don’t

overlook clients who may not be actively recruiting right now. Sometimes customer

needs are seasonal – make sure information about clients with periodic needs is

updated to reflect that so that you have a strong lead when it comes to their summer

season or Christmas peak. Keep in touch with these companies and plan meetings with

them during their off seasons to keep lines of communication open.

www.erecruit.com/adapt

Backfill Leads

More often than not recruiters place candidates from another job, creating backfill

lead opportunities. Those jobs will need to be filled and if the firm is going to use a

recruiter, it should be you.

Of course, getting the timing right is key for successful backfilling. It is vital to act

quickly but at the same time you certainly want to make sure your candidate actually

has the new job confirmed and has given notice before contacting their current

employer.

Approach backfilling with care so as not

to jeopardize a candidate’s career.

www.erecruit.com/adapt

Hone Your Searches

Consider all the different terms

candidates may use for qualifications or

experience on their resume.

With candidate and client records as up-to-date as possible, recruiters are well placed

to boost placement revenue. If agency employees always carry out the same, limited

types of searches within the database it will deliver the same limited results and the

value of the data will be minimized.

Take a step back and reconsider your approach. It is worth taking time out to learn

how to search more effectively. Boolean search techniques rely on users knowing and

inputting the logic required to get the best results. Without these skills, valuable leads

can easily be missed. Effective searches will identify the best candidates and fill more

jobs.

Recruiting agencies use a variety of systems, from Excel spreadsheets to sophisticated

recruiting software platforms. Whatever platform or method you are using, there is

always scope to hone your skills and get the best out of your system or process.

www.erecruit.com/adapt

Maximize Reporting

Recruiters need to use reporting to mine their data for actionable information to

enhance lead gathering. A clear view of conversion ratios is essential. You should be

able to answer these questions:

•How many calls are sales consultants making?

•How many resumes are sales consultants sending out?

•How many permanent and contract jobs has the company not been able to fill?

•How many leads have converted to clients?

•How many jobs did the company fill?

It is vital to analyze the data and use it to drive the business.

Regularly review your KPIs. If you are not filling jobs

remember to take a holistic view of your business by

taking a step back. This will allow you to utilize your

reporting data and optimize your opportunities.

www.erecruit.com/adapt

Train for Success

Training on recruiting software and

relevant tools will enhance a consultant’s

ability to get the best return on your

investment.

As well as providing actionable data on lead conversion rates, effective use of

reporting information can drive training initiatives. Successes and areas of opportunity

are equally important to acknowledge. If a team member is not generating as many

leads as you might expect, there could be many reasons:

•They are new and not fully up to speed with all your processes and procedures

•They have worked for you for a very long time and are set in their ways

•They are not using the system properly or are failing to enter key data

•They are not using Social Media or other methods effectively when sourcing

candidates

Targeted training will address these issues and help consultants make the best of all

the tools at their disposal.

www.erecruit.com/adapt

Location, Location, Location

Well written job posts lead to successful placements for recruiters, but many do not

pay enough attention to evaluating where they should be posting.

If you are paying to post job ads that only attract one or two resumes or, conversely,

attract hundreds of resumes with only a couple of useful leads, don’t waste your time

and money. It is a good idea to constantly evaluate resume submissions, interviews

and placements resulting from posts to assess new and existing advertising platforms.

Many recruiters post jobs on Social Media sites. Do you have a method of tracking

responses from these platforms? If you place your job on several Social Media

platforms, are they all providing a worthwhile response? If not, focus time and effort

on the platforms that are producing leads.

Focus on several job posting sites or

social media profiles initially. Then,

analyze the results, review the quality

of responses, and improve your

postings for next time.

www.erecruit.com/adapt

Make Job Ads ‘Pop’

Capitalize on all the marketing skills of

your team when preparing job posts.

When you have worked out where to post your announcement to maximize lead

generation make sure the job post itself is optimized for best results. Assess its visual

impact and its Search Engine Optimization.

Ask yourself:

•How do I get people to look at this job post in the first place?

•Is the design appealing? Will it catch the eye?

•Is our branding distinctive?

•Will the copy attract the right candidates?

•How do we best get this job picked up by Google? Is it Search Engine Optimized?

The right keywords and metadata make for highly effective job postings that will

increase results.

www.erecruit.com/adapt

Be Alert to Opportunities

Automated alerts, from RSS feeds to Google Alerts, are great sources of leads if used

effectively. It is very easy to set up alerts and soon your inbox or RSS reader will be full

of up-to-date information that might yield useful leads. That said, the danger is that

the level of alerts and information can become overwhelming and recruiters quietly

relegate the task of sorting through the deluge of alerts to the bottom of the to-do

list.

Clever use of alerts is a must:

•Consider the keywords carefully

•Subscribe to the RSS feed from a target company’s job page – as soon as they list

new jobs you can be among the first to put candidates in front of them

•Set Google alerts for news on existing clients and target companies to keep your

finger on the pulse of their latest news

Don’t forget to set an alert for your own company name to

see and respond to what is being said about you.

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Achieve efficiencies and enhance cross-company collaboration with Adapt’s recruitment software that ensures your staffing firm will succeed, grow and expand beyond expectations.

An intuitive and powerful solution for scaling and fast-growing staffing firms.

Recruitment and Staffing Software for Fast-Growing Firms adapt@erecruit.com

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