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Recruiter Submission Services --
How the Whole
Thing Works
 Before
I outline the process, here are some key points you should
know before working with us. First, we serve as an
extension of your office. Your client has no knowledge of us,
nor will they ever.
Second, we complete submissions in about 2-3 business days.
Third, we
enable you to provide a value-add without taking on the added
manpower and headache.
Step-By-Step Process:
To start, we
provide you with an intake form, which your client completes
when requesting services. Once completed, you then submit to
us for processing. Once the project is finished, we provide
a multi-page,
information-filled recruiter report,
which you forward to your client. Like I mentioned above,
all forms -- including the finished job bank report --
reflects your company logo, contact information, and so on.
Answers to Questions You May Have At This Point
With today's economy, what are
the success rates of your recruiter submission?
Since our service has recently
launched, we haven't culminated enough data at this point. Keep in mind that
making recruiter contact is different for every client because success
depends upon a number of variables; i.e. type of position being sought, the
broadness and depth of your client's skill set, education level,
demographical and salary preferences, and so on. It's best to remind your
clients that recruiter contact is just one of the many channels to securing
job interviews and subsequent job offers.
How does your service differ?
Our service not only differs from others
out there, it is much, much better for your clients ... let me tell
you why.
First, we use an incredibly fresh list of
recruiters, which will be verified countless times over a 12-month period.
Have you used other services only to find outdated contact info and
those recruiters who received your client's resume, *should not* have
received it? Online services, and those large "seemingly prominent"
recruiter resources, are outdated!
Second, we treat your clients like our client.
Just recently we were approached by a potential client targeting a
very specific, small demographic. A service "driven by a computer"
requested a fee for blasting the individual's resume to hundreds of national
recruiters that seemingly didn't cater to his target demographic. Instead,
we provided two dozen or so ideal recruiters that better met the
individual's search area. We didn't charge the client.
Third, we submit your client's resume to *relevant*
recruiters. The problem with other services is they focus on
blasting, providing jobseekers with the scenario of quantity and not
quality. Let me give you an example of how we know this.
I recently visited an online recruiter submission service to test drive
their system and learn about their system/competition. =]
Upon
registering, I told the system I was an entry-level candidate seeking a
sales position in pharmaceutical/medical sales. I also told the system that
"fictitious me" is targeting the Columbus/Dayton, Ohio area, holds a GED,
and needs company sponsorship. Basically I was trying to learn the
"intelligence" of their system. After all, we both know pharmaceutical
companies don't hire those without a bachelor's degree … and some won't even
look at an individual lacking sales experience.
The system found 703 recruiters. I'm guessing their system is designed to
wow people with large numbers to turn prospects into buyers. I'm in Ohio. I
maintain a list of recruitment companies for Ohio, so I thought that number
was inflated considering the tight criteria I provided. I'm guessing the
competing service pulled all national recruiters for pharmaceutical sales …
after all, most recruiters recruit on a national level these days and if I
consider this, maybe the number seems viable.
So I went back and broadened my search, providing same demographic,
entry-level candidate, need sponsorship, and added 17 states with no city
preference. The system returned 1010 recruiters.
The number of recruiters receiving the "fake me's" profile (btw, some
services provide recruiters with a client profile, not the actual resume)
raised only 300 or so. Strange considering I added 16 additional states to
my search criteria. Do you agree?
Why we
feel other recruiter services are flawed?
My thoughts behind certain services, like the one I mentioned above, concern
me.
Issue#1: Other services "employ" a computer to make decisions -- and
in my above example, would let an individual with minimal chance of entering
the pharmaceutical/medical sales arena without a bachelor's degree and
needing company sponsorship to submit a resume to recruiters anyway.
Our Solution/How We Differ: We won't accept a
less-than-ideal project merely for the sake of making a buck. We handle each
project personally, developing a recruiter contact list specific to each of
your clients wants and needs.
Issue#2:
Other services charge a one-time fee that never changes, regardless of
states, job roles, and industries selected ... so jobseekers using those
services will SPAM that service's database because they can. Do
jobseekers realize these blasting services actually increase competition for
jobs? Our Solution/How We Differ: We limit the
number of recruiter categories, so your client focuses on their first and
second choices -- not their first through their hundredth.
Issue#3:
Other services submit a "link to the client's resume" … so the recruiter
doesn't physically receive the jobseeker's resume.
Our Solution/How We Differ: We actually submit the client's resume to
recruiters so they can integrate it into their searchable resume management
system. It's that simple.
Does inclusion within your
database require recruiters to register?
Recruiters contained in our database
"publically" request resumes via their websites. We provide a carefully
monitored pipeline of jobseekers that meets a recruiter's search criteria
... who wouldn't love that added attention to detail? Yes, we adhere to the
CAN-SPAM Act of 2003.
Why do you provide my clients with
complete recruiter contact information? With the other service I've used, I
merely received the recruiter name.
I'll admit, we originally weren't going to provide complete recruiter
contact info. We were concerned career professionals would take our lists
and run with them. But the more we thought about it, the more we realized
what "we would want" if we were jobseekers. Jobseekers don't want a
recruiter service that protects their list, keeping it hidden if you will.
Jobseekers want to follow-up. Jobseekers also want to re-contact recruiters
if they wish. How do we know? Because it's what we would want to do. Again,
it's about offering your clients value ... not a service that's status
quo.
Can you help me
market this service to prospective buyers?
Absolutely! Just let us know what you need.
What You Need to Know Upfront; Getting Started
How do I get started?
1. Download and customize the intake form.
The intake form is what you'll provide clients to complete and send back to you.
Recruiters are targeted
by demographic, industry, and/or position.
2. Once the client completes, forward the finished intake form, ASCII resume, and text copy of the letter written for the recruiters (or a 1-2 paragraph email works great too) to
teena@beyondthecraft.com.
That's it!
Your clients receive the names and contact info for recruiters receiving their resume in order to perform subsequent follow-up. Unlike other services, we don't hide our database behind a wall. Your clients receive complete information for each recruiter.
(benefit #3) The finished report is set up within an Excel format, like you see in the below example. The layout makes recruiter follow-up easy!
What's the Process?
1. Just like our job-bank submission services, my office sets up a unique, temporary email account for your client.
We like this approach because it not only provides your client with a disposable email account for job-search purposes, it also helps us maintain the integrity and accuracy of our recruiter database.
2. I take the email/cover letter (or email content) you provide for the client, along with the resume, and submit to the prequalified, pre-screened list of recruiters.
How many recruiters receive the client's resume? The answer varies from client to client, but typically a few hundred up to a few thousand.
3. Expect the finished report within 2-4 business days. Because of the complexity of these projects, extra time may be needed.
4. One final notable ...
the intake form contains a disclaimer clause. It's important in today's world to have certain mechanisms in place to ensure jobseekers know the full ramifications of such things like data disclosure. Since my office distributes privileged client information (with consent of course), the disclaimer helps clarify the relationship between client and service provider. Can you change or customize it? Yes, you may ... but do so carefully and cautiously.
I'm ready to
get started. What do I do next?
Once you're ready,
send an email.
We'll provide you with the latest intake form and answer any
final questions that you have.
Have more questions?
If so, call Teena @ (937) 325-2149
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