How to Use Linkedin to Generate More Clients for Recruiter

Recruiters are finding more clients much quickly by relying on new tools that are souring social networks especially by targeting those clients who aren’t reach out by other recruiters.

LinkedIn is one such network that got into this field by launching its recruiter facilities in 2008, thus letting headhunters search its more than 187 million profiles to contact all the potential clients.

A redefinition of the roles of generating clients

In this new configuration, it is always difficult for business to identify the needs of their targeted market while generating new clients. Linkedin can help you in this regard to get the much needed leads that you want to generate for your business as its one of the most reliable and useful tools that are being used in the market for the effective handling, endorsment and management of your company online all over the globe.

It works!
The use of Linkedin in general and blogs in particular can increase the visibility of your business, but it also helps to develop more clients and qualified leads with a good conversion rate. Indeed, 57% of participants in the study that was conducted on using the HubSpot blogs and LinkedIn have changed the leads that are generated by these new media clients.

Add Photos And Files In Your Contributions
LinkedIn is constantly trying to change its platform to allow recruiters to easily reach their targets. Last year, for example, the social network gave the opportunity to share content targeting contacts by very specific criteria such as industry, trade and seniority.

More recently, LinkedIn offers recruiters to attach visuals and files to their contribution, and in addition to the classic link redirection. The aim is to attract the eye and highlight the contribution within the stream. The visibility of each post is optimized and the click through rate increases.

Use The Widget Lead Collection
If you decide to test LinkedIn Ads, advertising solution to allow yourself to broadcast messages on the most popular pages, do not hesitate to add the Lead Collection widget on your landing page. This widget is a band that comes to encapsulate the top of your page in order to offer your site visitors who arrive at LinkedIn and submit their email so you can contact ith them using ther email address.

Consider Your Pages Products As Landing Pages
Why not give the opportunity for LinkedIn users to contact you directly in LinkedIn? In the case where a client would be interested in your product, the most direct way of contacting you is to give the necessary information directly from the Page.

By receiving the messages in this way, you will be able to recover the e-mail address of your contact. This is an opportunity for you to start making and maintaining the relationship with your new client. This is also an opportunity to connect directly with the user so that he can be aware of your contributions. These two tricks greatly increase  the probability of transforming your lead into a returning customer.

Send Emails Directly To Your Custom Target
Sponsored LinkedIn InMail is like the Email marketing on steroids. This paid program identifies exactly the people you want to reach. Write your message, add your url and leave the rest to LinkedIn. This is a very interesting way to generate both traffic and potential leads to your website. Yes, it costs. But the investment is worth since you will be able to specifically target the people you want in the first place.

If you join the program, the people you are targeting will receive a notification, thus alerting them that they have received an important message in their inbox.

Awareness Of Your Services
Pages allow you to present more precisely your expertise. While you can create a recruiter page on LinkedIn and briefly present your company, LinkedIn offers you the opportunity to describe precisely all the know-how of your business.

In addition, the search engine allows you to find a Linkedin company and its competitions. Visitors to your page can then know precisely your business and especially how many members have commented on your activity. This way of measuring its reputation is statistically one of the highlights of Linkedin!

Creating a Linkedin company page is simple and fast. A large number of recruiters and employers around the world have a Linkedin profile. The principle of this network is to indicate where you are working and it is very likely that your employees will indicate the name of your business.

An article by Dougles Chan - Recruitment Business Guru

5 Tips to Keep in Mind When Working With a Recruitment Consultant

We've always stated how it's not easy being a recruitment consultant when you have to screen so many applicants, match them with the needs of the clients and ensure that both parties do well as they promise. But on the other side, it's also not easy to be the job applicant. Some of you may not have any prior experience to dealing with one. So it's best to be informed.

We've narrowed down the list to 5 tips you have to always remember when dealing with a recruitment consultant. We know how it works. You may not. So it's best to be prepared.

5 Essential Tips to Remember in Dealing with a Consultant

1. Be truthful. Never exaggerate or overpromise. In the same way that you should not overpromise or exaggerate yourself to a company's hiring manager, you should be truthful to a consultant. A recruitment consultant is your link to numerous companies. These are companies that are out of your reach. If you do not tell them what you want, what you can do and where you want to go then, they may misrepresent you. A company may want you based on the traits you really do not possess. If you are found out, you will burn bridges and your recruitment consultant may not want to represent you anymore.

2. Never say no to an interview. We do not know you. All we have is your resume. You may have a good resume but the same goes for the rest. All consultants want to maintain a quality database of candidates. And if you are good to our eyes then, you may just be one among the rest. If you want to stand out, go to interviews. It'll make all the difference. Your personality and the way you present yourself will help you stand out in the crowd and land that next job for you.

3. Do not misrepresent the facts. If you have a desired salary in mind, inform the recruitment consultant. The last thing you want is to say a low range to your recruitment consultant and ask for a higher compensation in your company interview. Your credibility is at stake here. Don't be afraid to be honest about your compensation requirements to your consultant. Most of us earn a percentage of your fee so it wouldn't hinder us in job negotiations. State the facts as they are. They'll work for you, not against you.

4. Be accessible. You may get so many calls from consultant from time to time even when you're not out there looking for a job. Answer their calls. Keep your doors open. Another thing, consultants won't know your talent when they do not get any access to you. Join social networks like LinkedIn. Post your resumes. Search the job boards. Recruitment consultants are there to help you out but they can't do that if you don't help them.

5. Avoid getting behind their backs. Some consultants will tell you that they shortlisted you to one of their client companies. Some will tell you the name of the companies. If you don't receive any call for an interview, don't go behind their backs and submit your resumes to the companies yourself. There is a reason companies hire the services of consultants. They would not want to screen all the applicants themselves. They trust that the recruitment consultants will do that for them. If you hand in your resume to these companies, there's a huge chance they won't even take a look at it. Worse, you risk losing that relationship with your consultants who will open doors for you.

Click on link for more recruitment business tips.

7 Traits to Consider in Choosing the Right Recruitment Consultant

As the demand for headhunters and recruitment consultants rises, more and more people are jumping into the recruitment industry. For jobseekers out there, it has become a challenge to find the right recruitment agent for you, one that will understand your need and give you the job you desire.
Oftentimes, your resume is thrown into the piles of more resumes. You will be treated as just one of them. But that's not what you need. You need a recruitment consultant who will help you with your options, give you sound advice and manage your expectations. You need consultant who will help you not one who only has the clients' best interests at heart.

7 Traits of Recruitment Consultants

To help find and choose the right consultant, we have listed 7 traits you should consider.

1. Shows a genuine interest in you
Most of the time, you are just a name in their database, someone who they will include in their shortlist if your qualifications meet the needs of their client. They won't even care about you until there's a need to contact you. But a good recruitment consultant is one who will take their time to get to know you, your needs and your skills even before there is a job opening. They would want to keep you in their good side and be available once there is a good prospect.

2. Knowledgeable about the market
They know where you want to belong. Most recruitment consultants accept clients without sufficient knowledge on which niche do they belong to. Thus, they could not give their candidates the full story. These people will only offer you the standard job descriptions without any idea what they're really all about. A good recruitment consultant knows and understands the market and the industry as a whole.

3. Understands the demands of the client
They don't just promise you and give you high hopes for your dream job. They will tell you what the client needs. You can trust them to be honest. Most consultants will exaggerate and overpromise just so they can have someone who is capable enough to go to the interview. A good recruitment consultant will brief you about the requirements of the clients. They will even tell you the things that their client didn't mention. That's because they know the demands of the position. And you'll be well-informed.

4. Gives you sound advice
They are your consultant after all. A good consultant will offer you their help. They will give you an idea of what you are entering yourself into. They're not just someone who will land you that next interview to an unknown client. They will take the time to tell you about your potential hiring company.

5. Manage your hopes and ideals
Some will ride on the ideals of a job candidate, give them the false impression that they are in for the long run. A good recruitment consultant will tell you where you stand in their database, what your options are and the chances that you will land that next job in your interview. They'll tell you if your desired compensation is too high and too unattainable. They will tell you what to expect.

6. Open to your questions
Some recruitment consultants will give you the blind side. They won't tell you everything, you'll only find out once you've landed the position. A good recruitment consultant will entertain all your queries, give you the truth and shut down your fantasies.

7. Return your calls
Most consultants will simply ignore you until the time they need you. You won't even know if they received your resume. But a good recruitment consultant will return your calls. And he or she will call at the agreed time. Calls are the easiest way to show you that they care and that they are willing to take time to get to know you.

An article by Dougles Chan - Recruitment Business Guru

5 Tips Needed to Perfect Your Recruiter Job

So you’ve decided to become a recruiter for a recruitment agency. Before you go on screening your candidates and inviting your clients to hire your services, you might want to take some time to go over your strategy. How do you plan to invite your clients and candidates? How are going to present them?

What are your criteria?

If you’re serious about being a recruiter, it’s best to go over the facts and think of the best way to handle yourself and your clients. A good strategy will help you go a long way. So while you’re at it, we’ve come up with 5 tips to help you out.

5 Tips Needed for your Recruiter Job

1. Time management. With so many things going on, you can end up being so busy throughout the day but end up accomplishing nothing at all. Manage your time wisely. Plan your day. Set up important meetings in the morning but leave your afternoons off for emergencies and sudden meetings. Set a specific number of calls for the day. You also wouldn’t want to screen o many candidates in a day. You get tired in the process which clouds your judgment.

2. Do your homework. Every time you’re going to meet a client, do your research. You are there to present yourself and your services. You have to get their trust and confidence. And you won’t be able to do that if you ended up asking silly questions. It’s also the best way to determine whether you’re going to accept a client or not. If they belong to an industry you are unfamiliar with, check the facts first. You don’t want to accept them too hastily and end up looking for the wrong candidates. Understanding is key.

3. Prepare your presentations and questions beforehand. Think of the focus of your presentation. What do you want to showcase the most? What do they need the most? Target their needs and show them what you have to offer. It’s best to be prepared. Plan your questions. You’re bound to forget something during the meeting itself. Plan the timing of your questions. It’s also best to take control of the flow of the meeting. Think of what you want to discuss first and how to redirect them to the things you want to focus on.

4. Profile your candidates. Once you’ve gotten hold of a candidate, profile them immediately. Think of the pros and cons of representing him or her. It’s best to do it immediately rather than wait for any job orders before you go about profiling your candidates. You won’t have the best judgment f you’re always doing it in a rush. Once you’ve decided to represent them, market them. You don’t have to wait for the right job vacancy before you start doing it.

5. Set deadlines for yourself. Do a recruitment plan. Make a recruitment plan that works for you. From the length of the candidate selection to their presentation to landing them the job, you have to set clear expectations and timelines. It’ll help you accomplish things faster. This way, you’ll be able to establish your reputation. You’re not just one of those recruiters who can deliver at times. You should be the recruiter who companies can count on any time.

Former Bayer Executive Joins JBK Associates

October 17, 2017 – In recent months, executive search firms have been plucking talent for their own ranks from a wide array of corporate sectors. The latest: Former Bayer executive Timothy Hayes has joined New Jersey-based JBK Associates International as managing director of consumer and leadership services. He will oversee the firm’s executive search business in the consumer sector and head leadership consulting services in areas including but not limited to executive coaching, talent evaluation and succession planning, employee motivation and retention, and leadership development.

“Tim Hayes knows how to build great teams like few people in any industry,” said Julie B. Kampf, JBK Associates International CEO and chief possibilities officer. “His move to JBK gives our clients direct access to someone who has run a successful multi-billion dollar operation while developing great leaders, building a caring culture and inspiring an industry.”

Previously, Mr. Hayes spent 15 years as president of North America for Bayer’s consumer healthcare division, helping the organization achieve strong growth. During his 25 years with Bayer, annual sales rose from $210 million to $3.3 billion in North America. He also led Bayer’s global integration with Merck Consumer Health, served as a senior member of Bayer’s consumer health executive committee, and last year received the chain pharmacy industry’s highest honor, the Robert B. Begley award from NACDS (National Association of Chain Drug Stores).

Mr. Hayes is former chairman of the Consumer Healthcare Products Association and was an associate board member for NACDS. In his 37-year consumer packaged goods career, which started with 12 years at the Quaker Oats Company, he held positions in key customer management, sales training, trade marketing, marketing, business development, mergers & acquisitions and executive general management.

JBK Associates conducts executive level searches across multiple functional areas in a broad array of industries, including consumer, retail, luxury, life sciences, healthcare, legal, finance, financial services, not-for-profit and academia. The firm has long served clients in Latin America, the Middle East and Asia as well as Europe through the firm’s U.S. offices in Englewood Cliffs, NJ, New York and West Palm Beach, FL.

Tapping Outside Talent

Marlin Hawk Sources Top Goldman Sachs Hiring Executive

Marlin Hawk hires Kirstine Wilson
October 17, 2017 – Executive search and leadership solutions provider Marlin Hawk has expanded its financial services practice with the addition of Kirstine Wilson in New York. Ms. Wilson has 15 years of talent management experience gained at Goldman Sachs where she focused on lateral hiring as vice president, global head – experienced hires.

Ms. Wilson will take on the role of principal in the financial services practice at Marlin Hawk, a top-ranked talent solutions firm. She will be working closely with the New York team to deliver effective client solutions across corporate functions in the financial services and asset management space. Her wealth of experience will further strengthen Marlin Hawk’s market position and provide ever increasing support to clients in the acquisition of executive talent across financial services.

Financial services constitutes a significant portion of Marlin Hawk’s U.S. business. “As a global executive search and advisory firm we continue to build on our reputation for outstanding research, customer experience and innovation,” said Mark Oppenheimer, CEO of the Americas region of Marlin Hawk. “I am delighted to have Kirstine join our business and believe her experience and skillset will provide an even greater ability for Marlin Hawk to understand client’s challenges when appointing the very best talent in an ever-changing marketplace.”

Talent Management Veteran

Ms. Wilson joins Marlin Hawk with 15 years of talent management experience from Goldman Sachs. Over the years she has been pivotal in developing Goldman’s managing director and senior hire strategy, while implementing many new policies to ensure the company achieved and delivered upon its global talent needs. Earlier in her career, she served as a campus recruiter for Lehman Brothers.

Marlin Hawk is a global leadership advisory and executive search boutique offering talent management and leadership advisory solutions services that include executive search, market intelligence & benchmarking, interim management, project services and leadership assessment. The firm has offices in London, New York, San Francisco and Hong Kong.

Ms. Wilson recently sat down with Hunt Scanlon to discuss how she plans to leverage her Wall Street talent experience in executive search.

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Kirstine, tell us how you came about joining Marlin Hawk. Goldman Sachs is a major client of the firm, isn’t it?

I’m fortunate that during my time at Goldman Sachs, I had the opportunity to work with many leading global executive search firms, including Marlin Hawk. When I decided it was time for me to pursue opportunities externally within the executive search industry, I knew immediately which firm I wanted to partner with. When I was a client, Marlin Hawk provided a differentiated search product that was cutting edge compared to traditional search firms that were just focused on pure talent identification.

What made Marlin Hawk your search firm of choice?

Marlin Hawk takes an advisory approach to every client engagement. It starts with a top down assessment to understand a clients’ organization and talent objectives. The firm then overlays a strategic analysis of the competitive landscape so that its consultants can identify and attract the right candidates to maximize success and drive organizations forward. Lastly, because I knew the team here in New York, I was confident that culturally it was an excellent fit for me.

“In my prior role, I was a mile wide and an inch deep across every line of business, whereas in this role in order to have an impact with clients I now can go vertical and deep.”

Can you discuss your time at Goldman Sachs? What type of executives did you recruit for the company?

I joined Goldman Sachs in 2003 from Lehman Brothers and was part of the campus recruiting team, and spent time in New York and London. When I returned to New York in 2006, I decided to shift my focus, and joined the securities division experienced hire recruiting team. I was focused on hiring executives into the equities and fixed income businesses at the firm. It was an incredible opportunity because it allowed me to learn the executive search business on the inside, develop a deep understanding of a complex business, and due to regulatory reforms the recruiting team was critical to meeting the evolving talent needs of the organization the past nine years. While I was there I advised business leaders and conducted searches across the organization the firm including equities and fixed income, compliance, operations, technology, finance, quants and risk professionals. Additionally, I had the opportunity to advise the firm’s hedge fund clients on talent acquisition best practices.

How did that experience prepare you for this role?

The skills and qualities that drive success are similar – a proactive solutions focused approach, position as a trusted advisor, a high degree of client service, flawless execution, ability to operate in a fast paced environment and being able to pivot when necessary.

What attracted you to entering the executive search industry?

The attraction for me was the ability to work with a strong team and diverse client base to provide tailored talent solutions. The contrast is that in my prior role, I was a mile wide and an inch deep across every line of business, whereas in this role in order to have an impact with clients I now can go vertical and deep.

Optimum Talent Latest Firm to Appoint New Leader

Optimum Talent appoints Mike Bacchus CEO

October 18, 2017 – Numerous executive search firms have made a number of top leadership appointments since the start of the year, many focused on strategy, growth, branding efforts and operations. The latest: Optimum Talent has named Mike Bacchus as its new chief executive officer. He takes over the role from Ronald Dahms who becomes a senior advisor.

Mr. Bacchus had been serving as Optimum’s president for Western Canada. He joined the firm after serving as CEO of Conroy Ross Partners, which Optimum acquired in January. He has over 20 years of experience at the senior management level, including as president of David Aplin Group.

“I am thrilled to have Mike step into the role of CEO,” said Mr. Dahms. “He is a tremendous leader who is passionate about creating a strong internal culture and has a great ability to translate his vision and strategy into reality. The company has a tremendous opportunity for growth over the next few years as the largest Canadian-owned, integrated talent management firm, and Mike is the right person to lead the business to achieve its goals.”

Mr. Bacchus said he expects to help make a good team even better. “My philosophy is that a focus on happy colleagues results in happier clients, and happy clients become advocates for our business,” said. “As a leader, one of my primary goals is to attract, develop and retain a community of passionate professionals that are best-in-class. And, as a leading HR talent firm, we should expect nothing less from ourselves.”

Headquartered in Toronto, Optimum Talent provides human resources consulting services with expertise in career management, career transition, coaching, executive search and organizational psychology.