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The Fordyce Letter

Straight Talk for the Recruiting Profession

Articles tagged 'clientmanagement'

Business Development, RPO

Win Your Client’s Trust and Business With Full Immersion Recruiting


Editor’s note: Miriam Ziemelis initially aimed this article at RPOs. But one look and you’ll see her advice is even more relevant for independent recruiters who want to work more closely with their clients and potentially develop an exclusive relationship.

I’m a recruiter. Specifically, I am an IT recruiter. Even more specifically, I have been an IT recruiter in the consumer goods, health care, cosmetics, spirits and wine, industrial mining, insurance, banking and publishing industries, to name a few. Years of experience have taught me that to be a successful recruiting consultant you have to immerse yourself in your client’s business and industry. Once you’ve done that, your client will pull up a chair for you at their table and welcome you as their business partner.

Know Your Client’s Business

“What do you know about us?” It’s such a basic and open-ended question. But how you answer it will define your relationship with the client. It will mean the difference between being a mere “recruiter” and a recruiting business consultant: your client’s business partner. What do clients expect

Ask Barb, Business Development

Be a Value Provider to Improve Margin

Ask Barb

Dear Barb:

I plan to sell my business in three years. I added a temp division to increase the value of my company. However, my recruiters have been having a difficult time selling against markups that are ridiculously low. Clients will ask us for our markup, tell us what our competitors are offering and if we don’t bid lower, we don’t get their business. If I’m going to sell my business for the highest return, I have to protect my margins. How can we overcome this objection and make these clients more reasonable? I want to dramatically increase my GMP (Gross Margin of Profit) in 2015.

Frank S., Detroit, MI

Dear Frank:

If you are dealing with clients who view you as a commodity and base their decision 100% on price and don’t consider business value, there is not much you can do to counter this objection. When we are asked our markup


If ‘Time Kills Deals,’ Why Does It Take So Long to Hire?


Time for action - freeTime always seems to get away from us in our personal lives.

Unfortunately, when that crosses over into our business lives, it can affect a company’s ability to land top sales talent.

Every salesperson has one simple phrase that has been imbedded in their psyche, usually as a result of sales leaders who were taught the same phrase when they started in sales: “Time kills deals.”

It makes perfect sense that the longer the sale is drawn out, the less chance it has to actually close. The issue with this concept is that the same sales leaders who drill that phrase into their salespeople’s minds rarely practice what they preach when it comes to adding sales talent to the team.

Jeff's On Call!

You Can’t ‘Steal’ An Employee Who Doesn’t Want to Go


Hello Jeff -

I enjoy reading your columns. I experienced an incident on which I’d value your opinion.

I submitted a candidate (blind profile) to the recruiting manager of an AmLaw100 firm. A few hours later, I get a phone call from her. She asks  me, “Are you working for us or against us? I know that you sent an email to one of our associates recently (trying to entice them away).”

Now I feel that she won’t consider my candidate, mostly out of spite. Here are the facts:

Jeff's On Call!

Avoid the Fight and Get Your Fee When You Reorder Your Sendout Process


Hi Jeff,

You are such a great help to us in figuring out what to do! Thank you for sharing your wisdom and experience.

I just placed a candidate with a large software company. I sent my standard placement agreement (25% fee) to HR but they did not sign it.

The HR person told me that we would get something processed if the candidate proceeded into the interview process.

The candidate then proceeded all the way through the process (in spite of HR stalling the paperwork), and just accepted the company’s offer of a base salary of $160k (plus another $40k in bonuses). At our standard fee of 25% of first year salary, it would be $50k.


Turning Around the Impossible Search

Magnifier search - Tanatat - Free

Magnifier search - Tanatat - FreeThere is no such thing as an “easy fill” when it comes to recruiting. Every search will have its ups and downs, and it is our job as recruiters to overcome those challenges and provide results that will satisfy our clients. One of those recurring challenges involves working with clients who want a certain type of candidate, specifically: a candidate who does not exist.

It does not matter how talented or connected you are, inevitably you will come across a client who wants one person to take on the job of many, or who underestimates how much it will cost them to acquire their dream candidate. 

Cold Calling, Jeff's On Call!, Relationships

How To Turn Client Criticism Into A Win

Placements and the law logo

Although it’s rarely discussed openly, the most pervasive problem in doing search is internalizing criticism from employers. It causes recruiter burnout, limits options, stifles creativity and results in low self-esteem.

That is why overcoming objections is such an important part of any placement training program. But overcoming objections doesn’t overcome the effects of destructive criticism. This PTL column will show you how to do so and improve your bottom line.

Let’s start with your role in the placement process. With few exceptions, the relationships between the recruiter and the client are transitory. You’re in a “what have you done for me lately” business. You’re only as good as your last placement. Don’t perform, suffer a massive ego stroke, or overcharge and you’ll be history. This is a reality of business; it’s a value-for-value relationship. That’s why you charge for your services, and that’s why they pay. For this reason, satisfied clients are the key to a satisfied, successful you.

Fees, Industry News

Here’s How To Get Fees You Didn’t Expect

Jeff Allen mug

Fee Catcher home pageIt’s not that the Internet could ever replace you.

It’s that the Internet is like this huge, unattended, 24-hour candy superstore – fully stocked with candy-dates. Sweet-toothed “clients” skate through the aisles, tasting the free samples. Then, they just help themselves to the ones they like best. Sugar-highed, they skate right out the back door.  Ergo, “back-door hires.”

Your name’s on the wrapper from A to Z: an Abba-Zaba resume. No problem. Just rip it off and “rip it off.”

You might never know that candidate who didn’t make it months ago, now has, and before your fee-year’s expired.

Ask Barb

Work For the Money and Not For the Order

Ask Barb

Dear Barb:

We work so many orders that end up generating no revenue. Do we just quit working with these clients? I hate to think of what this is costing me in time and money. The problem is you never know who will hire and who will waste your time. Any hints on how to determine what business is worth our time?

Paul W.
Buffalo, NY
How-To, Relationships

When Enough is Enough, Danny Says Use “Disruptive Honesty”

according to Danny logo

Dear Danny,

A client is not keeping its commitment to the process (not getting back quickly after the final on site round of interviews, committing to provide an offer within two days of these interviews, foot dragging, making repeated commitments and then breaking them).

I push, and explain it sends a bad signal to the candidate and is not what they agreed to. As part of this, I’m also concerned that the client makes me look bad to our candidate and, that if they’re marketable elsewhere, they will be hesitant to work with us as a result of being jerked around by the first client we put them in to.