Best methods of client development for niche staffing agency

Effective Client Development Strategies for a Niche Legal Staffing Agency

After spending years in the legal field, I’m excited to announce the launch of my niche legal staffing agency, focused on placing attorneys and paralegals within companies and law firms. Rather than providing temporary or temp-to-hire placements, my agency will offer staffing solutions that cater to long-term overflow work. This model emphasizes staffing rather than direct hires.

Given my extensive experience in the legal industry and a robust network of valuable contacts, I believe I’m well-positioned to begin reaching out to potential clients and sourcing talent.

Aside from tapping into my personal connections, I’m eager to explore effective strategies for identifying and pitching to potential clients. As a lawyer, I’m no stranger to the flood of B2B emails and LinkedIn messages, which makes me wonder if there are alternative approaches I could take. Perhaps creating a more personalized outreach strategy with a tailored pitch could set me apart from the typical generic messages I receive. I would greatly appreciate any additional tips or ideas you might have!

Indeed getting rid of free listings for agencies – looking for some guidance

Subject: Seeking Advice on Indeed’s End of Free Listings for Agencies

Hello everyone,

As a member of a small agency that has relied on Indeed for several years, I’ve just learned that starting next week, they will no longer be offering free job listings for agencies, as per our ATS notification.

I’m at a crossroads and could use some advice. Currently, Indeed accounts for 40% of our applicants and about 20% of our successful placements. However, the quality of applications varies greatly, and we often receive a significant number of unqualified candidates through their site. Still, it’s clear that they represent a considerable portion of our business.

I’ve come across several cautionary tales about budgets being quickly depleted with little return on investment, which resonates with our own experiences using Google and Facebook ads.

For context, we typically allocate $20k annually to a local job board, which provides a solid conversion rate, especially for specialized roles. We successfully fill many of our general positions using a mix of free listings on Indeed, LinkedIn, and our own website. My concern is that transitioning to a paid model with Indeed may lead to excessive spending without the desired results.

I would greatly appreciate any insights or experiences you could share regarding this situation. Thank you!

Will I be rehired?

Am I Eligible for Rehire?

I formerly worked as a supervisor in a zoo gift shop and, prior to the pandemic, I received a write-up due to a customer complaint. The situation arose when I was cleaning up after a child who had made a mess. By 5 PM, if everything is tidy, you can close the registers and leave for the day. Unfortunately, the child’s mother interpreted my actions as racial profiling, believing I was “watching them because I thought they were stealing.”

This led to a meeting with my manager, where we reached a written resolution. I left the zoo on good terms, but afterwards, the pandemic hit, and all my colleagues were let go.

I’ve always hoped to return to the zoo in an administrative capacity, but I worry that this incident might be viewed negatively by recruiters. Should I even consider applying? I’m concerned that a future manager or recruiter might misinterpret the situation and think I am racist.

I truly enjoyed my role at the zoo and also held various positions in different departments. My husband advises against applying because of this incident, but it makes me feel disheartened. What should I do?

Character references

Character References
Do hiring managers actually take the time to reach out to your character references?

What is Jobma?

What exactly is Jobma? I’ve been hearing this term lately in conversations about hiring and recruitment. Can anyone clarify what Jobma is? Is it a platform, a tool, or something different? How does it relate to the job search and hiring processes? I would love to hear any insights or personal experiences you have with Jobma!

Trainee recruiter needs advice

Trainee Recruiter Seeking Advice

Hey everyone!

I’m currently a trainee recruiter at a locum healthcare recruitment agency, where about 90% of our clients are from the NHS. I’ve just wrapped up my first month and I’m excited to share that I secured three deals! I jumped into business development without formal training and managed to arrange a client meeting.

Here are the compensation details: my basic annual salary is £27,000, and I earn a commission of 12.5% starting from £4,500 billed per week. If I reach billing of £10,000 per week, my commission rate increases to 20%, and my base salary rises to £32,000. If I can hit £15,000 in weekly billing, my base salary could go up to £50,000 at that same commission rate.

If I manage to bill £780,000, I would be looking at a gross payment of £206,000, which includes my base salary.

Do you think this is fair? Should I focus on building my personal brand in this role, or consider moving to a different industry for recruitment? I’d appreciate any insights or advice! Thank you!

Recruiters specializing in Neurodivergent job seekers

Seeking Recommendations for Recruiters Specializing in Neurodivergent Job Seekers

I’m looking for recommendations for recruiters or job coaches who focus on supporting neurodivergent individuals, particularly those in the tech industry. Ideally, I’m seeking connections for college graduates on the spectrum. Any suggestions would be greatly appreciated!

Working on a CV tool, need an opinion.

Subject: Seeking Feedback on CV Optimization Tool

Hi everyone,

I’m developing a tool designed to optimize CVs to better align with specific job advertisements. The focus is primarily on incorporating relevant keywords and providing context where needed.

However, I’ve encountered a challenge: sometimes, a candidate’s previous job experience may not be pertinent to the current application. I’m considering three potential solutions:

1. Removing irrelevant positions (which may create noticeable gaps)
2. Creating a separate section for “less relevant jobs” (which could complicate the overall work timeline)
3. Highlighting relevant job roles in some way (perhaps using bold text, but I’m not sure)

I would love to hear your thoughts on this issue. Any feedback on the concept itself would also be greatly appreciated!

Opinion on Cover Letter

Thoughts on Cover Letters
For those in hiring positions, do you give preference to candidates who include well-crafted cover letters with their resumes?

Overcoming the “why don’t I just hire someone myself” objection?

Addressing the “Why not just hire someone directly?” Objection

Background: After years of experience in the legal field, I’m excited to launch a legal staffing agency aimed at assisting law firms that want to grow their teams flexibly with contracted attorneys and paralegals.

A common question I encounter is, “This sounds fantastic, but why shouldn’t I just go on Indeed and hire a 1099 attorney myself for a lower cost?”

Here’s an effective response to this objection:

While it may seem easier to hire directly from platforms like Indeed, partnering with my staffing agency offers several key advantages that can save you time and resources.

1. Expertise in Legal Staffing: I specialize in understanding the unique needs of law firms and can identify candidates who not only have the right qualifications but also match your firm’s culture and values.

2. Time Efficiency: The hiring process can be time-consuming and complex. We handle the screening, interviewing, and vetting processes, which allows you to focus on running your firm.

3. Quality Assurance: Our agency conducts thorough background checks and assessments, ensuring that you get top-tier professionals who can immediately contribute to your practice.

4. Flexibility: We provide tailored solutions based on your workload, so you can scale your team up or down as needed without the long-term commitment of direct hiring.

5. Compliance and Risk Management: We manage all necessary legal paperwork, ensuring compliance with employment laws and minimizing your risk.

Ultimately, working with my agency allows you to access a wider pool of talent while ensuring a streamlined hiring process, all tailored to meet the specific demands of your practice. Let’s discuss how we can support your growth effectively!