关于顶级猎头，我以前也写过一些：如何成就猎头老A，如何衡量猎头是否优秀，顶级猎头的十大成功特征。日前又读了一篇IT猎头写好日志：How to build a $1 Million Recruiting Desk 《百万美元的猎头生活》。感兴趣的朋友不妨一读，也许你会有所启发：
I have spoke at a few national events in the past 3-4 years for MRI on building key accounts and developing stronger relationships with clients so that a recruiter can build an annual recruiting desk with over $1 Million in billings.
Below are a few ideas to help drive more revenue in your recruiting business.
1) Work Full Fee
A. Ask for a full fee (25% – 33% depending on the industry)
B. Be prepared to justify your fee; prepared for objections
C. Fire clients that won’t consider a more competitive fee in a stronger market.
D. Ask for Retainer, Exclusivity, and Engagement Fees upfront.
E. Walk away from low fee business
2) Do high level searches (Director, VP, C-Level)
A. Work on searches $100,000+; they are more influential people in your industry; this is the best business development you can do as well.
B. Market “A” players to key decision-makers inside your client and target clients. Market one or two levels higher in the organization.
C. Have influential hiring managers introduce you to other hiring managers within the organization.
D. In client development, when possible flip the call into a recruiting call.
3) Get up-front money A. If you don’t ask for it, you’ll never get Retainer or Engaged Searches B. For retainers, give clients exclusivity of candidate, dedicated resources to their project, maybe even a better “cost-per-hire”. C. Be creative. I offer a performance guarantee on my retained searches. I’ll give the retainer back if I fail to deliver 3-5 qualified & obtainable candidates within 3 weeks.
4) Work Exclusives A. If you don’t ask for exclusivity, you will not get it. B. Ask that all candidates go through you, this will simplify the client’s hiring processes and give it some consistency. C. If needed, you may put a 2 or 3 week timetable on your exclusivity when the client doesn’t fully trust your fulfillment capability. D. Offer to do a Pilot Project; limited time frame only to earn their business and justify your fees.
5) Develop Key Accounts ($100,000+ per year; multiple placements; high volume) A. Work with C-Level, VP, Director, and Sr. Manager as well as horizontally within the organization. B. Remind them of your best placements and the value they deliver C. Under-promise and Over-deliver D. Get internal referrals on other positions; especially after placements E. Help clients for free at times; constantly add value
6) Work with 4+ Key Accounts each year A. Use current key-account success stories to develop new key accounts B. Leverage specific industry experience as well as geographic location
7) A healthy desk should always have 20-30+ search assignments and job openings with clients at any given time.
Work high-volume projects with clients and bid on project business
9) Visit key-accounts or local clients in-person quarterly or yearly at a minimum.
10) Always market your 5 best candidates to 5-10 strategic target companies every day or weekly at a minimum. Strive for 1 new interview per day.
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