Want to do business development to grow your recruitment business?
Then you’re in the right place.
Because in this article I’m going to show you the exact techniques to boost your recruitment business and get new clients.
The best part?
Most of them require a minimal upfront investment and you can start implementing some of them TODAY!
Let’s do this!
And here are the tactics you’ll learn about in this article:
Cold-call emailing and calling
It’s no secret that cold emailing and calling is the most effective B2B lead generation tactic across any types of business. And recruitment is no exception.
Source: Statista US B2B marketers July 2017 survey
Why is that do you ask?
Because, with a little bit of automation, even just one person can send out thousands of emails and generate a decent amount of leads. All this at a low price per lead (from $0.10 for contact data to $1-5 for a warm lead).
So how and where do you start? Two ways:
Starting with the candidate
- Find a skill set where there is a shortage.
- Find and reach out to 10 candidates that do the same thing. You should expect to speak with at least 5 of them. You can reach out to them on Linkedin or call them directly if you can find their phone number online.
- Now that you have good and interested talent that is in demand, it is time to reach out to all companies with open positions requiring this skill and suggesting the great candidates you have found.
Find all companies with open positions in your niche
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Starting with the employer
- Create collateral (a compelling website or beautiful presentation) detailing your past successes and reasons why you are the best in your niche.
- Reach out via email to all companies with open positions in your niche. Share your collateral from point 1 in the email.
- Follow-up with a call to everyone who has interacted with your email. Depending on your personal preference, you can either be bold and call anyone who has clicked on a link to your site or to anyone who has replied.
Content and Search Engine Optimization (SEO)
We are bunching together two topics that probably deserve a full and lengthy article on their own.
Think of creating content as an investment in the future.
If you take the time to write a quality piece of content and publicize it well, it has the potential to create a long-term steady stream of leads.
Content will also act as a steady base for a sustainable stream of leads which you can supplement with other business development activities listed in this list.
So how do you write great content?
Here are a few resources we personally use:
You can either write your content yourself or hire a professional writer.
If you are a small business that is just starting out with content, we do recommend that you write the first few pieces yourself. This will help you to understand what to request from the professional writer.
Investing a little time and effort in SEO can boost your business by over 300%.
Yes! That’s right.
Don’t believe us?
Check out this blog post:
So what is SEO?
In one sentence – the methods to get your web page to the top of the first page on Google.
How do you do it?
Here are a few resources we use:
And here are a few tips specific for SEO for recruiters:
- If you publish open positions on your website you are sitting on an SEO goldmine. Make sure these pages are indexed by Google and include the most relevant keywords in the title.
- If your open positions are published on the website of the ATS you use – congratulations – you are giving them the gift of great traffic that can come to your website and boost your website’s overall ranking.
- Localize – Employers don’t just look for “pharma recruiter”. They look for “phrama recruiter in NYC”. These are also easier keywords to compete on. So make sure you include your location in your keywords, website meta description, and your job ad pages. Including your location in the job ads has another benefit – Google will crawl your jobs and index them in Google Jobs.
Twitter is a great channel for generating general awareness of your business.
You might not convert leads directly from Twitter but a good Twitter account with hundreds of followers helps increase employer’s trust in your business.
If you are just getting started with Twitter, here are actionable steps you can take to increase the number of your followers:
- Follow HR and talent acquisition leaders in your niche. Some of them will follow you back.
- Participate in weekly chats organized by thought leaders such as SHRM’s #Nextchat. If you provide good responses, other participants will follow you.
- Publish your open positions on Twitter and use hashtags (#) to amplify your reach. We recommend using https://hashtagify.me/ to check you are using the correct #.
This one is an obvious one for any recruiter.
But some people don’t realize the wealth and breadth of what you can actually achieve on Linkedin.
- Connections – Connect with HR and talent acquisition leaders to increase network.
- Groups – Join relevant professional groups and frequently contribute.
- Articles – Share your blog articles through posts and messages to magnify reach.
- Comments – Provide helpful comments on questions posts.
- Posts – Post your open positions.
- Recommendations – Write a recommendation to your best past clients
Local meetups are an excellent place to meet with potential clients.
It is less effective vs. emailing simply because of the scale of how many meetups you can attend and the number of people you can meet.
Two types of meetups you can attend:
- Meetups dedicated to HR and Talent Acquisition (we love love love DisruptHR)
- Meetups in your niche (e.g. if you are an expert in tech cyber positions, attend Fraud Fighters NY) where you can network with hiring managers
If you set-up and administrate such a Meetup, you get the double bonus of getting the contact details of attendees.
Conferences and trade-shows
We are not talking about conferences where you are the target audience.
We are talking about conferences and tradeshows aimed at HR where you can network.
Some of these have a high cost to attend. So if your budget is tight, you can always come and just network outside the conference when people come out to grab some air.
Here is a short list of selected conferences
- Third HR division international conference – Dublin, Ireland, January 9 – 11, 2019
- Social recruiting strategies conference – San Francisco, CA, January 30 – February 1, 2019
- Recruiting trends & talent tech – Las Vegas, NV, February 20 – 22, 2019
- HIRE19 – San Francisco, CA, February 26-27, 2019
- 2019 people analytics & workforce planning conference – Miami, FL, Date: March 5 – 7, 2019
- Unleash conference & expo – London, UK, March 19 – 20, 2019
- 2019 SHRM talent – Nashville, TN, April 8 – 10, 2019
- Recruitcon 2019 – Austin, TX, May 5 – 8, 2019
- Unleash America 2019 – Las Vegas, NV, May 14 – 15, 2019
- 2019 strategic talent acquisition conference – Denver, CO, June 10-12, 2019
Get yourself on review platforms
Buyers look for social proof when trying to decide if you are trustworthy and they should buy from you.
Why not help them a bit?
The web is full of great platforms that rate other business.
If you are still not on one of them – get yourself on it quickly and start asking past clients to rate you.
Trustpilot is a leading website in the UK and gaining traction in the US.
Once you have gained some traction, you can add a banner like the one below to your website:
Kununu dominates the German-speaking countries.
Facebook – Enable reviews on your company’s Facebook page
Collaborations with other recruiters
Well established recruiter are often looking to collaborate with other recruiters.
Because an existing client has asked their help on a position which is outside their area of expertise.
It might be in a different specialization or it might be in a different country.
So, how do you find such collaborations?
Two words – Facebook groups.
Just search for recruiters in the top search bar in Facebook:
And you will find dozens of groups:
You can run paid advertising on Google Ads, Linkedin, Twitter and Facebook.
We see very few recruiters use this business development method.
Here are a few reasons:
- It is expensive.
- You will attract many job seekers instead of employers since they are searching for the same keywords
- HR and Talent Acquisition specialists rarely click on ads
Where we hear from fellow recruiters that they get the best return on investment (ROI) on advertising is when they advertise excellent content and research.
For example, sharing a salary and benefits report is always very popular. It leads to clicks and engagement with content.
Recruitment marketplaces have been around for a while now.
These are tech platforms that enable employers to post their open positions and for many recruiters to “compete” with filling these roles.
They usually pre-dictate the fee and charge anywhere between 10-25% revenue share.
Some of the most well-known marketplaces include:
You’ve read about the 10 Business development techniques for recruiters. Now it’s time to implement them.
The first step?
Leave a comment to let me know which technique you’re going to try first.
Ready to implement cold emailing?
Or maybe you want to try generating great content.
Either way, leave a quick comment below right now.
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