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Straight Talk for the Recruiting Profession

Articles tagged 'business development'


How a Veteran Recruiter Generates Contract Placements

Linda Blakemore
Linda Blakemore

Linda Blakemore

Recruiting is a profession built around relationships, and contract staffing is no exception. The key to generating quality contract staffing leads is enhancing existing relationships with clients and creating new ones.

Linda Blakemore, president and owner of the Atlantic Pacific Group in Laguna Beach, Calif., is an expert at building client relationships, which has allowed her to establish a successful contract staffing business in addition to her direct hire placements. During last year’s Top Echelon Network National Convention, she shared her technique for generating contract staffing job orders.

Ask Barb

Here’s How To Compete In A Crowded Market

Ask Barb

Dear Barb:

It seems more difficult than ever to break in to new accounts. I place engineers and we have eight primary competitors in our city. How do I convince a client to use us when we don’t have an established track record with them and they are already using five or six of our competitors? We’ve actually been told they don’t want to “break in” another recruiter.

Julia C.
Dallas, TX

Dear Julie:

If your clients are using five or six other recruiters, no one is really doing a

Ask Barb

Too Many Unfilled JOs? Focus On 15%

Ask Barb

Dear Barb:

Thanks for suggesting that we develop a client referral program. Since we began to donate to a company’s favorite charity if they refer someone who hires from us, our client referrals have more than tripled.

This has caused another problem: our job order to fill ratio has dramatically increased. In fact, we are only placing one out of nine job orders written. Often the job orders written with new clients are not reasonable, out of our niche, or mission impossible. How do we get our

Ask Barb

Ask Barb: The Next Step After Leaving Voicemail

Ask Barb

Dear Barb:

For the past sixty days I’ve been using the voicemails that you suggested leaving for both marketing and recruiting presentations. It does work to get clients to call me back. In fact, I now have an 80% call back percentage. However, one of my prospects, a VP of HR, was upset when she realized I was a recruiter. She insisted on knowing the reason for my call and who referred her to me. How do I overcome this type of reaction?

Jill F., Springfield, IL

Business Development

The Art of Marketing and Business Development, Part 3 (of 3)

man script

The Scripts That Work — 6-10

Welcome to the last installment of The Art of Marketing and Business Development series. Last week, we discussed the first five business development scripts that are working today:

  1. Reference from an Internal Champion
  2. C-level Approach
  3. Vertical Market Approach — “Insight”
  4. MPC/”A” Player Approach
  5. Combination Approach

This article continues with highlighting the additional five marketing scripts, 6-1 0. Keep in mind: different selling situations will call for different scripts. As a recruiter, it is important to have as many options (clubs) in your recruiting bag as possible. Master them all, so you will be prepared for any selling situation and have the ability to pull them out when that shot is needed. Don’t forget, the goal is to achieve a large quantity of job orders coming in so you have the ability to continually ‘top grade’ the work you have on your desk. Until you get a large number of “A” search assignments (job orders), keep marketing every day. That’s right – every day.

Business Development

The Art of Marketing and Business Development, Part 2 (of 3)

woman phone script

The Scripts That Work — 1-5

Earlier this week, I shared with you three key principles to establishing a strong marketing foundation. Of course, it all starts with obtaining high quality searches.

After that though, you need to know how to have an appropriate conversation with potential new clients, and the best way to do this is by having a pre-written script to help you. Today, I bring you the first 5 of the top 10 marketing approaches that rock the recruiting world today. 

Business Development

The Art of Marketing and Business Development, Part 1 (of 3)

business man on telephone

The Three Critical Business Development Principles

Finding the perfect candidate for an open search assignment is an exciting moment in any recruiter’s day and contributes significantly to the overall success of achieving their goals. More important than fulfillment, however, is the role that business development plays in the process. Effective marketing is the biggest factor in any recruiter’s success.

There are three key principles to establishing a strong marketing foundation. It all starts with obtaining high quality searches. The better the search you have to recruit on, the more placements you will make. Period. Most of us agree with this concept, however practicing it seems to have become a lost art. Time is money and you want to make sure you are spending your time on searches that will result in placements. Ask yourself about the searches you are currently working on – are you guaranteed a placement if you find the person you are looking for? Resources are too valuable today to be risked on uncertainty. A good search means that “if” you find the right candidate, your client will hire them — no maybes and no excuses.

For Managers

Your Business Development Team — Wise Investment or Money Pit?


The sales team is the primary revenue source for most businesses. However, this revenue is not without significant cost. If not carefully managed, this revenue source can easily become a money pit. There are five areas business executives should watch to ensure they make a wise investment in their sales team.

The Business of Recruiting

“The Phone Rang…” Recruiting the Candidate


This time the phone rang after hours. Lucky for me I was working late and answered the call. It was from one of my favorite students. She was having problems navigating this sluggish economy. She complained that she hardly ever wrote a ‘recruitable’ Job Order anymore and that her main problem was once she had a great JO, she was unable to recruit anyone for it. She was stuck!

We talked about recruiting for a while and it was obvious to me that she had a knowledge deficiency that was leading to an execution deficiency. Yes, she was indeed stuck. The bottom-line was that she had forgotten how to do the “recruiting” part of our business. And so, I began at the beginning…

Cold Calling, For Managers

Sales – The Big Mistake?


…only without strategy!

There is a common mistake that I see repeated across the recruitment and staffing industry. From a development and training perspective over 80% of the recruiters I encounter are seeking to develop their sales skills: opening techniques, killer questions, Jedi-like influence skills, and robust closing skills. Each of these is a potentially valid training need. Each an area that I know I can help them to develop, although for some it is a case of putting the cart before the horse.

Let me explain further. Becoming a ‘great’ sales practitioner is clearly the goal of every sales person. Developing the techniques to win more clients is undoubtedly an important focus area for a self-sufficient recruiter. What benefit is there to develop such skills if you are pointing in the wrong direction? Developing the salesmanship of the individual alone is not going to generate more business.