BD Paralysis

BD Paralysis

This may seem strange, but do clients really care that we’ve worked with or recruited for companies similar to theirs in terms of talent, size, or scope? I’ve mentioned a few names, and they often seem completely indifferent.

I’ve observed something about my new manager that I admire and want to emulate. When he speaks to clients, he appears completely unfazed and not overly invested. In contrast, I find myself sounding a bit desperate and overly focused on showcasing our capabilities, rather than truly listening to their needs.

I know this is somewhat abstract, but I’d love to hear anyone’s experiences in overcoming this challenge and how they managed to shift their approach.

Am I missing something?

Am I overlooking something here?

Quick summary: I’m an agency recruiter in London specializing in a slow and niche property sector. Should I consider exploring other agencies or sectors with what appear to be better commission structures?

I’ve been working in recruitment for 18 months after a career switch. I managed to break into the property sector, but the market has been pretty stagnant during that time. While I’ve had some decent months, they’ve been rare.

Recently, I’ve started conversations about potentially moving to another agency or even a different industry. It’s got me wondering if the grass is truly greener elsewhere.

For context, I’m living with my partner and we’re planning to start a family in a couple of years, so I want to make the right choice.

In my current position, I have a base salary of £32k with a commission structure that has no threshold at 10% up to £6k billed, then a 2.5% increase for every additional £5k. I’m in the office twice a week, and I can claim travel expenses.

The potential new roles I’m considering are in facilities management, mechanical and electrical, and the construction sector. They offer the same base salary of £32k, but with a commission threshold of £5k at 20% and a 10% increase for every £10k billed. However, they require three days in the office and do not cover travel costs.

The earning potential in these opportunities seems significantly better, but I can’t help but feel anxious about having to start from scratch.

InMail vs LI Message to a 1st Contact

InMail vs. LinkedIn Message: Communicating with a 1st Degree Connection

As the title suggests, when reaching out to a 1st degree connection on LinkedIn, InMails come at no cost. But is there any real benefit to using an InMail instead of a standard LinkedIn message in these situations?

Ultimately, which option is more likely to capture their attention? I’m curious to know how the user experience differs between the two.

For context, my primary focus is on headhunting, so making a memorable impression is essential.

Rate my cover letter?

Subject: Request for Feedback on My Cover Letter

Hi everyone,

I’m reaching out for some feedback on my cover letter. I’m based in the UK and looking to enter education recruitment, prompted by personal circumstances that require me to relocate. With a degree in psychology and a year of experience working as a teaching assistant through various agencies, I feel I have a solid foundation for this role. I’m sharing my cover letter below and would greatly appreciate any advice you can offer. Thank you in advance!

Dear Hiring Manager,

I am thrilled to apply for a position within your recruitment team. With my background in education, a strong commitment to helping others, and a growth mindset, I believe I would be a valuable asset to your organization.

My experience as a Special Educational Needs Learning Support Assistant (SEN LSA) and Youth Mentor has provided me with firsthand knowledge of the significant influence a skilled educator can have on a child’s life. After spending nearly a year working with various agencies, I’ve gained insights into the qualities that define an effective recruiter—principally, clear communication, reliability, and the right kind of support—elements that are crucial in what can often be a challenging industry. Collaborating closely with students who have diverse needs, including ADHD, autism, and behavioral issues, has instilled in me a deep appreciation for the importance of pairing dedicated educators with conducive environments. Each student presents a unique set of needs, making it essential to find the right match for their long-term success.

Having grown up in a large family, I have always been surrounded by children, and I firmly believe that a strong educational foundation can change lives. Working with children has always been fulfilling for me, and I understand how vital it is to connect them with teachers who truly understand and support them. My psychology degree has equipped me with valuable skills for recruitment, including active listening, enhanced social intelligence, and a comprehensive understanding of various psychological conditions, enabling me to appreciate both the staff’s and students’ perspectives and find the ideal fit for both.

I pursued a degree in psychology with the aspiration of helping others, and I believe that I-teachers offers the perfect environment to further develop that ambition. Committed to fostering long-term relationships, I understand that sustainable success in education is grounded in trust, consistency, and a pursuit of excellence. I am particularly drawn to i-teachers as the top-rated education consultancy in the country, and I am eager to learn from the invaluable experiences your organization can offer. I wholeheartedly resonate with your mission, recognizing that understanding people’s needs and aspirations is central to both recruitment and psychology.

While my experience has primarily centered on education, I recognize that the recruitment role can be demanding, characterized by long hours and potential setbacks. Nevertheless, I view challenges as opportunities for growth. Having worked as a postman, enduring ten-hour days six days a week, I am accustomed to pushing my limits. I have always embraced challenges, whether by learning to play the guitar or keyboard, motivated by my drive to grow and learn. This journey has taught me how to break down complex problems into manageable components, using patience, consistency, and dedication to master each new skill.

Although working in education has been immensely rewarding, it can also be unpredictable. Therefore, I am excited about the opportunity to immerse myself in sales and marketing, acquiring new skills while applying the knowledge and experience I’ve gained over the past five years studying and working in Special Educational Needs.

Best regards,
Adam

Thank you for taking the time to read through my cover letter! Any constructive criticism or suggestions would be greatly appreciated.

Would you use it?

Would you find this useful? Imagine having a tool that allows you to input an Indeed job post URL and receive an instant CSV file containing a list of company contacts—complete with names, email addresses, and job titles. It’s an excellent resource for discovering new clients!

Utilizing LinkedIn Connections for Biz Dev

Leveraging LinkedIn Connections for Business Development

Hello everyone,

I have around 6,000 connections on LinkedIn, and I’m looking to tap into this network for business development purposes. I’d love to hear your tips and suggestions on the best strategies to implement.

Should I reach out to each connection individually, or is there a more focused approach that works better? How do you utilize your own connections for business development?

Thanks in advance for your insights!

How do recruitment agencies source for clients

How Do Recruitment Agencies Find Clients?

Are all healthcare companies registered with Ontario Health At Home, and do they rely solely on this process to fill all healthcare positions?

What steps must agencies take to become prequalified for membership with Ontario Health At Home?

Can a recruitment agency reach out to any healthcare organizations if they are not a registered member of Ontario Health At Home?

What are the most effective strategies for connecting with decision-makers and persuading them to collaborate?

Has anyone successfully navigated this process? I would greatly appreciate your insights!

Thank you in advance!

How to source for clients as an independent recruiter

How to Find Clients as an Independent Recruiter

Are all healthcare companies required to register with OntarioHealth AtHome, and do they exclusively recruit for all healthcare positions through this process?

What steps does an agency need to take to become prequalified for membership with OntarioHealth AtHome?

Can a recruitment agency reach out to healthcare organizations even if they are not a registered member of OntarioHealth AtHome?

What strategies work best for connecting with decision-makers and persuading them to partner with you?

Has anyone had success with this approach? I would appreciate any insights!

Thank you in advance!

Hi all,

Hello everyone,

I’m on the lookout for a trustworthy financing company to assist with timely payments for contractors.

If anyone has any recommendations or personal experiences with reputable providers in the UK, I would greatly appreciate your insights!

Thank you in advance!

Help please – Business Development – planning / basics

Seeking Assistance: Business Development Basics

Hi everyone,

I could use some guidance on getting back to the fundamentals of my Business Development efforts.

A quick background: I work at an agency focusing on healthcare providers, primarily care homes and home care, rather than NHS or hospitals. I manage four counties as part of our regional market segmentation.

Unfortunately, my area isn’t very established and has become somewhat chaotic due to previous consultants’ attempts and staff transitions.

I feel confident in my ability to conduct Business Development calls, making a call-first approach a priority.

What I’m struggling with is establishing a straightforward method for tracking and updating my progress while having a clear plan in place. Organization is a challenge for me, and I actively work to improve it.

Currently, I find myself inputting data into our system, updating various Excel sheets, and taking notes manually. By the end of the week, unless it was a particularly memorable call, I often lose track of which managers I’ve spoken with, which ones I still need to reach out to, and what needs my follow-up.

Overall, I’m finding it difficult to track prospects and gain a comprehensive understanding of my market.

If anyone has suggestions for simple, logical methods to keep track of conversations and follow-ups—something that would help me remember who I’ve connected with and when to call them back—I would greatly appreciate it. This would also enhance my understanding of the market.

Thank you in advance for your assistance!