Spend more time with your top candidates.
Most recruiters only need to make a small number of placements a month to be a successful, so why not pick your top candidates and spend more time with them?
This might sound crazy today but when I was recruiting I used to meet candidates an hour before their interview and buy them a coffee, run over the interview in detail and answer any last minute questions they had.
I then walked them to their interview and physically introduced them to my client.
It was a small thing to do but my success rates went through the roof. Even when the candidates did not get the job, the client feedback was always more positive because the candidates were more prepared.
This may not work for everyone, but think about what you can do to make the recruitment process more personal.
Experiment with your terms and do deals that make sense.
When starting out it is important not to get too fixated with your Terms. This doesn’t necessarily mean you should discount,
but you should be creative and experiment with different arrangements to find what works best for you and your clients.
Talk to clients about fixed fee arrangements, retainers, exclusivity and so on.
You’ll be surprised at the deals you can do if you are providing a higher level of personal service than your competitors.
Avoid working with companies you don’t know.
Fee disputes can be dramatically minimised (if not eradicated) by working only with clients you have, or can build, relationships with.
The majority of fee disputes in recruitment involve transactions with weak personal relationships between client and consultant.
If a company holds you at arm's length and you can’t get a relationship going then the chances of a successful recruiting relationship are slim especially when starting a staffing company.