Struggling to generate leads to prospecting clients

Struggling to Generate Leads for Prospective Clients

I’ve recently joined a recruitment agency that specializes in the crypto space. While it’s a unique niche, as many of you know, generating quality leads is essential for driving successful business. In the blockchain industry, particularly in my focus area of data science, it’s challenging to find outstanding candidates who are both actively interviewing and possess extensive experience.

As a result, I’m finding it difficult to secure leads, which limits my opportunities. I’m still relatively new to the role—just four months in—and the pressure from management is starting to mount.

Do you have any tips or creative strategies for identifying target companies or generating leads? Your insights would be greatly appreciated!

Employees mentally resign months before they physically put down their paper!

Employees often disengage mentally long before they submit their resignation. When someone officially leaves the company, the real loss has often occurred much earlier in their mindset. Fortunately, in many cases, this disengagement is preventable!

Agency Consultants: How Do You Business Develop

Agency Consultants: How Do You Approach Business Development?

What strategies do you use for business development?

To spark some ideas, here are a few tactics that I’ve found effective:

• Live Job Searches: Look for open positions on Indeed or other job boards, identify the hiring manager, and initiate a cold email sequence or cold call with a Spec CV.

• LinkedIn Cold Messaging: Use LinkedIn Sales Navigator to pinpoint your target audience. Set up a three-step connection sequence: send a simple connection request, provide value in your follow-up, and include a call to action.

• Email Marketing: Compile a list of your target audience from LinkedIn, export their email addresses, and launch a three-stage email marketing campaign.

• Insights Campaign: Produce market insights on salaries, industry trends, executive movements, and outlooks. Distribute this information via email or incorporate it into your LinkedIn messaging strategy.

• LinkedIn Ads (currently testing): Define your target audience and create an ad. For users who engage with your ad, retarget them with more direct lead generation forms. I’m exploring this to improve inbound leads. While traditional methods like phone calls are often recommended, a scalable funnel using LinkedIn retargeting ads could prove invaluable…if it works. So far, I’ve spent £200, received 39 paid clicks, and had 6k impressions, but I view most of those as irrelevant for now. I’ll keep you updated!

• References: During candidate interviews, ask for references and work on converting those contacts into leads.

• CV Research: Look into previous employers to identify hiring managers, then initiate cold emails or calls.

• Interview Intel: Find out who the hiring manager is, check if they’ve resigned or are being replaced, and seek permission to reach out. Follow up with a BD email or cold call.

• Candidate Interview Insights: Inquire about where candidates are interviewing, identify the hiring manager, and reach out via email or cold call.

• LinkedIn Open to Work: If someone is labeled as “open to work,” connect with their hiring manager using a thoughtful outreach sequence.

• Client Referrals: Ask your current clients for referrals to help expand your desk.

• LinkedIn Context Posting: Regularly share industry insights on LinkedIn to establish your voice and attract inbound or warm leads.

What additional strategies do you use?

P.S. I’m not asserting that these methods are definitive; they’re simply some approaches I’ve encountered.

I am a UK Recruitment Consultant trying to work the US market

I am a UK Recruitment Consultant venturing into the US market. To provide some background, I’ve spent six years in recruitment. The first four years focused on business development and account management, where my colleagues handled candidate sourcing for open positions. For the past two years, I have been exclusively working with the US market, taking on the responsibility of identifying candidates for my clients myself instead of relying on another department.

My specialization is in recruiting software engineers, particularly those skilled in Microsoft .NET. When I entered the US market, I applied similar strategies to those I had used in the UK, including cold-calling candidates to learn about their interviews and scouring job boards for open positions. I would then reach out to companies with potential anonymized candidates to capture their interest and build relationships.

Since starting in the US, I’ve refined my approach, realizing that there are plenty of leads available on job boards, so cold-calling candidates has become less necessary.

When I identify what I believe to be the hiring manager, I attempt to contact them a couple of times over the first two days. If I don’t reach them, I send an initial email followed by a subsequent phone call. This process extends over about four weeks, during which they will receive a total of seven emails (one initial and six follow-ups).

I replicate this approach with all the other companies I pursue, typically targeting around 10-15 new businesses daily. Taking into account the companies I’m already pitching and the “check-in” emails I send to existing clients, I end up reaching out to approximately 80-100 companies each day.

I truly enjoy what I do and have invested significant time and effort into establishing my business.

I would greatly appreciate any advice on securing new business or insights from fellow recruitment consultants about their experiences in the US market. Thank you!

Quality of applicants – USA vs UK

Applicant Quality: UK vs. USA
I’m interested in hearing about others’ experiences regarding this topic.

I specialize in recruiting for highly specialized technical positions in both the UK and the US.

When I share a job posting on LinkedIn in the UK, I usually find that about 1 in 15 applicants meet the minimum qualifications. In contrast, when I post the same role in the US, that number drops significantly to 1 in 50.

It seems to me that the quality of applicants in the US is noticeably lower than in the UK. Does anyone else share this observation? Are US candidates more likely to take a chance compared to their UK counterparts?

For the record, all my job listings clearly outline the minimum qualifications and include screening questions.

On a related note, I’ve noticed that my recruitment messages on LinkedIn receive a much higher response rate in the US (40%) compared to the UK (25%).

New Google/Yahoo spam filters take effect in Feb.

New Google and Yahoo Spam Filters Launching in February

Have you (or your IT team) ensured that your DMARC and DNS settings are in line with the upcoming Google and Yahoo spam filter changes? The new filters will take effect on February 1st.

For more details, check out this article from TechCrunch: https://techcrunch.com/2023/10/03/gmail-to-enforce-harsher-rules-in-2024-to-keep-spam-from-users-inboxes/

It’s a good idea to assess your domain reputation first at https://www.mail-tester.com/. This tool can show you if you’re missing important elements like DMARC or DKIM, provide you with a score (I improved from 9/10 to 10/10), and offer suggestions for improvements. Don’t wait until it’s too late!

IT recruitment case!

IT Recruitment Challenge!

Hi everyone, I could really use your guidance. I’m currently applying for positions as a junior recruiter, but I’m struggling to find a role that matches my background and experience. I hold a degree in communications and have some experience working with an NGO. Although I’ve advanced in a few applications, my experience in recruitment is quite limited. My only exposure to HR was during my time as a receptionist at a large plant, just before I graduated.

The problem I’m facing is that foreign companies often request examples of challenging recruitment cases I’ve handled. Unfortunately, I’m finding it hard to come up with a strong example. If anyone here has experience in recruitment, especially in the IT sector, I would greatly appreciate your insights on a real case and how you approached it. Your help would mean a lot to me, as I’ve been searching for months and am running out of savings. I’m even at risk of losing my rental apartment. Thank you so much for your support!

Seeking Java/Python resumes on ZipRecruiter; cost concerns over viewing contacts. Exploring ways to minimize expenses or access info for free.

I’m looking for resumes of Java/Python candidates with 0-5 years of experience on ZipRecruiter, but I have concerns about the costs associated with accessing contact information. Each resume costs $3 to view, and if I need to check 1,000 resumes, that would add up to about $3,000.

While ZipRecruiter offers a premium plan for around $35 per day, which includes job postings and some free resume views, I’m keen on finding more cost-effective solutions.

Is there a way to lower these expenses? Are there any alternatives that allow access to contact info without incurring charges? I’m also curious if there are tools, Chrome extensions, or methods that could help reduce costs.

What strategies would you recommend?

What do you think?

I would love to hear your thoughts! Please take a look at my resume here: https://drive.google.com/file/d/12YA4fTVGRhxfAapba-WkVW0j9VCNbAO9/view?usp=share_link.

Do you think I’d be a good candidate to approach? If not, could you share your reasons? Thank you in advance!

Thoughts on a new recruitment SaaS platform

Insights on a New Recruitment SaaS Platform

In my experience collaborating with various companies, I’ve observed that hiring managers often juggle multiple tools to expedite their hiring processes.

Though I haven’t worked as a professional recruiter or hiring manager, I’ve certainly been involved in hiring during my time at startups. This process was quite exhausting, as I relied on a manual approach: posting jobs on LinkedIn or Indeed, waiting for applications, sifting through countless CVs, messaging potential candidates for calls, and finally shortlisting after initial conversations.

I recognize that Applicant Tracking Systems (ATS) can help streamline candidate interactions, but I believe there’s still room for improvement.

Here’s my vision for an enhanced recruitment platform:

1. Companies and candidates create profiles on the platform.
2. When a company is looking for a candidate, they post a job with details like the job description, salary expectations, remote/hybrid/in-office options, and PTO flexibility.
3. The platform then analyzes this information to identify candidates who match the requirements and job description.
4. Once potential matches are found, the platform automatically notifies those candidates about the job and provides them with a calendar link to schedule a direct call with the interviewer (similar to how Calendly operates).

Here’s how this approach could outperform traditional methods:

1. Reduced CV Overload: There’s no need to sift through thousands of CVs to identify the right candidate, which minimizes human error and ensures a more efficient filtration process.
2. Quality Matching: Beyond basic matching, the platform assesses whether candidates genuinely meet the job criteria—for instance, if the JD specifies 10+ years in Software Engineering, candidates with only 2 years will be filtered out.
3. Streamlined Communication: The system only sends candidates who meet essential criteria, eliminating the need for repeated calls to understand their expectations and saving valuable time.
4. Cost Efficiency: This solution could lead to substantial savings for businesses by reducing dependency on recruitment agencies or other costly hiring methods. The platform could operate on a flat monthly subscription model for its services.

This concept would serve as a foundational filtering and matchmaking system for companies and candidates globally. What are your thoughts on such a platform? Do you know of any existing tools that offer similar functionalities?