How to Attract High-Value Recruiting Clients
Finding recruiting clients isn’t a cakewalk—given the increased competition in the recruitment space.
Recruiters often face the challenge of reduction in candidate requisition from clients, which makes it even tougher to attract and retain high-value clients.
In a nutshell, high-value recruiting clients are those who:
- Get your repeat business with their ongoing recruitment needs.
- Have an established recruitment process with defined workflows and guidelines for hiring, making collaboration a breeze.
- Have a strong employer brand.
- Appreciate your service and prioritize value over price.
- Contribute to higher revenue.
This article explores different strategies for finding clients for your staffing agency and retaining them in the long run.
How to attract clients for your staffing agency
1. Build an inbound machine with social media
2023 wasn’t a great year for recruiters. With the economy taking a hit, dwindling incomes, and massive layoffs, searching for leads became a daunting challenge.
You need a better way to connect with your audience and attract your ideal clients and social media is the perfect place for that!
For starters, your social media brand speaks for you—prospects who follow you and engage with your content don’t need your introduction. Secondly, it’s comparatively easier to convert them when the right opportunity arrives.
Tips for creating content on social media
- Create a content plan outlining the topics you want to talk about across different platforms. Use tools like SEMrush or Google Keyword Planner to identify trending topics and keywords relevant to your niche. This can help generate ideas for content that resonates with your audience.
- Keep your observation button on always! Use note-taking apps like Evernote or Google Keep to jot down ideas, insights, and content prompts whenever inspiration strikes.
- Aim for diversity in your content–it doesn’t necessarily need to be just knowledgeable posts. You can also get some light and funny memes in the mix that are relatable and entertaining to your target audience.
- Talk about your processes and how your recruitment agency functions on a day-to-day basis. This could include the challenges you face, how you deal with them, or your client’s success stories or case studies.
- Use tools like Buffer or Hootsuite to schedule posts in advance, monitor engagement, and analyze performance across multiple social media platforms.
- Review analytics regularly to see which posts are performing well and maximize your efforts into creating more of those.
- Leverage AI content generation tools like ChatGPT to generate content ideas, create outlines, and brainstorm headlines.
2. Invest in cold calling
Cold calling is still an effective cold outreach approach. About 49% of buyers prefer a business to make the initial contact via cold calling—your clients are more receptive to cold calls than you think!
The key is to use proper technique, maintain patience, and most importantly, build the right mindset.
Instead of seeing yourself as “headhunters”, aim to be the helper your clients need to solve their recruiting problems. Be the ‘messiah’ that brings creme-de-la-creme candidates to them that fit their skill and cultural requirements perfectly. Once you shift this mindset, you’ll be able to have real conversations with your leads.
Practical tips for cold calling
- Create a relevant list of potential hiring managers and HR contacts before starting cold calls.
- Establish a pre-call routine to prepare mentally and physically for cold calling, such as doing warm-up activities like role plays and having a set time for calls.
- Start small and gradually increase the number of conversations per day, building a solid routine over time.
Cold-calling scripts to find clients for a staffing agency
Script #1: Dealing with gatekeepers
Gatekeepers are people (mainly receptionists, assistants, and security guards) between you and your prospects. They have the power to restrict you from reaching the desired person, and to bypass them, you need to prepare. This script by Giulio Segantini explains it very well.
- Make sure your tonality is authoritative and firm—talk like you belong.
- Saying ‘thank you’ after every statement implies the conversation is over and they might not dig deep into that or shoot follow-up questions.
- And when they ask ‘What’s the call about?’, don’t give away the entire context. You can mention it’s about an interview, which you’re not lying about—you might have candidates that your prospects might want to interview if the call goes smoothly. Alternatively, you can come up with something technical they won’t question much.
Script #2: Dealing with gatekeepers
Another script by Giulio Segantini showcases a different approach to dealing with gatekeepers—being direct on the call and focusing on building a positive rapport with the gatekeeper.
As you can see in this example, you’re addressing them by their name. You’re trying to become their ally and sparking a conversation with them by ending your statement with a question, so that you can get some information out of them.
Script #3: Soft and kind openers
When initiating a conversation on a cold call, your tonality is more important than what you say. In Giulio Segantini‘s above example, the tonality is ‘soft and kind’. Here, you’re asking for help twice in a row and are sounding very receptive and not aggressive at all!
Script #4: Funny and light openers
Let’s admit it—people don’t enjoy cold calls as much as you’d like them to.
But a playtone tone (as per Giulio’s script) can help you get their attention and avoid being hung up on. In this scenario, the maximum your prospect might do is admit reluctantly that ‘yes, you’d be ruining their Monday’, but you’ll sound more relatable and genuine, which could lead to a great conversation.
Script #5: Pitching your offer
| Caller: I’ve noticed that many companies in the [Prospect’s Industry/Niche] struggle with finding and retaining top talent who truly understand the nuances of the industry. Is that something you’ve experienced as well?” Prospect: “Absolutely, it’s been a major challenge for us.” Caller: “I completely understand. The demand for skilled professionals in the [Prospect’s Industry/Niche] is high, and competition for top talent can be fierce. Many companies I’ve worked with have expressed frustration with traditional recruitment methods that often result in a mismatch between candidates’ skills and the specialized requirements of the role.” |
Here, we’re using a problem-centric approach by outlining the specific challenges faced by the prospect’s industry or niche. The script immediately resonates with the prospect, demonstrates empathy, and shows that the caller has done their research.
Script #6: Handling objections
| Prospect: “We’ve worked with recruiters before, but haven’t had much success.” Caller: “I understand your hesitation. It’s important to find a recruiting partner who truly understands the your industry’s unique needs and can deliver results. At [Your Recruiting Agency], we take a personalized approach, tailoring our recruitment strategies to match your company culture and the specific requirements of your open positions. We’ve helped clients in similar situations find the right candidates <share a case study>. |
Here, we’re guiding the prospect to change their mind by addressing objections with empathy, understanding, and tailored responses.
3. Make a connection with your prospects via LinkedIn DMs
Cold outreach on LinkedIn works a little differently than cold calling. Building genuine connections and then pitching your services goes a long way here.
Here are some tips to get started:
Send personalized connection requests
Below is an example of what you should not do while sending a connection request.
Personalize the message to show that you’ve taken the time to learn about the person and their work. Mention something specific you admire about their profile or recent achievements.
Engage with their content
Start by following the person and regularly engaging with their content. This could include liking their posts, sharing relevant articles, or leaving thoughtful comments on their updates.
Make sure your comments are genuine and add value to the conversation. This demonstrates your interest in their work and expertise.
Find common ground
Look for common interests, experiences, or mutual connections that you can mention when reaching out.
Shared connections or interests can help break the ice and establish common ground, making it easier to start a conversation. However, be patient and consistent in your interactions. Avoid immediately pitching your services or asking for favors in the first interaction.
Provide value
Offer to share resources, insights, or experiences relevant to the person’s interests or industry. Providing value upfront demonstrates your expertise and willingness to help, making you more memorable and likable.
Once you’ve done the groundwork, it’s now time to send the ‘not-so’ cold DM with your pitch. Here’s a template to get you started.
| First DM: Hi <founder’s name>, My name is [Your Name] and I’m a recruiter specializing in tech talent acquisition. I noticed your impressive work in the tech industry and wanted to reach out to learn more about the thought process behind writing <particular> post last week. Reply: Sure. I was <their POV> Your DM: That’s impressive, I absolutely resonated with your point when you mentioned <a shared interest>. I also read in a report yesterday that <add your contribution to the topic>. Here’s the <link> to download the report if you’re interested in checking it out. Reply: Yes, I agree with your point and thanks for sending this across! Your DM: No worries. I was also wondering if you have any upcoming hiring needs for your team. I specialize in helping tech companies like yours find top talent in the industry. So far, the candidates we’ve helped our clients hire have had a retention rate of 85%. Is this something you need help with? Reply: We’re not looking to hire anyone right now. But will let you know in case something comes up. Your DM: Sure, I’ll circle back in a few weeks then. I also have a couple of top-tier candidates looking to get placed in growing startups like yours. Would you mind if I shared their details with you? Reply: Yes, please go ahead! |
Remember, outreach is not a one-off thing but takes time and happens gradually.
4. Send cold emails to your recruiting prospects
Personalized cold emails have a 22% higher chance of being opened by your prospects. So, take your time to research each prospect and mention specific details about their company or industry to show that you’ve done your homework.
Ideally, the AIDA framework works exceptionally well for cold emails. Here’s how it goes:
1. Attention
Craft a subject line that grabs the recipient’s attention and clearly indicates the purpose of the email. For example, “{Candidate_Name}, you may not want to miss this!”
For the opening line, start with a personalized greeting and a brief, attention-grabbing statement.
For instance, “Hi [Prospect’s Name], I noticed your company’s commitment to innovation in the tech industry and was quite impressed with your talk on AI chatbots last week.”
Avoid spam trigger words like “free”, “profit”, “and earn fast”, etc to maximize email deliverability.
2. Interest
Introduce your service and share statistics, case studies, or testimonials that demonstrate the effectiveness of your recruiting services.
For example, “Our tech clients have seen a 30% increase in retention rates and a 40% decrease in time-to-fill since partnering with us.”
3. Desire
Describe the benefits of working with your recruiting agency and why they matter to the prospect’s business.
For instance, “By partnering with us, you’ll gain access to a pool of top-tier candidates who are highly skilled and aligned with your company culture, leading to increased productivity and long-term success.”
4. Action
End the email with a clear and compelling call to action that prompts the recipient to take the next step.
For example, “If you are interested in a chat to learn more, please let me know when would be a convenient time for you.”
Cold email templates to woo your recruiting prospects
Script #1
| Subject: <first-name>, this will only take a few minutes! Hi <first-name> It seems like <prospect-company-name> has recorded phenomenal growth over the last couple of quarters. At <your-agency-name>, we specialize in recruiting top-class sales talent for B2B firms. We’ve recently placed great sales leaders at firms like Salesforce, Oracle, and Nutanix. We have a history of identifying top sales talent which has resulted in 98% of our placements hitting their quota in their very first year. I would love to speak with you to understand your recruiting plans for this quarter and see how we can help you build your A-team. Let me know if you’d be up for a quick chat tomorrow at 5 PM. Kind regards, <your-signature> |
Script #2:
| Sub: <first-name>, this might be of interest to you Hi <first-name>, I saw that you are looking for a <open job> for the company. We have an extensive network and experience placing exceptional sales reps at B2B Software firms. We have worked with other B2B software firms like Salesforce, SAP, IBM, and Microsoft. As a team of former sales reps, we deeply understand B2B software sales and have the network and experience to spot the top 10% of talent and bring them home. Here’s how our placed candidates performed. – 96% of our sales reps hit their quota – 70% of our candidates hit 125% of their quota – Less than 1% of our candidates have left within 1 year compared to the industry average of 22% The average tenure for candidates is 4.1 years compared to 2.3 years industry average. If you are still looking for a stellar <job name> in <job location> I would love to talk and get a better understanding of your priorities. Are you available for a call tomorrow at 2:30 PM Eastern? Cheers <your signature> |
For more such templates, head over to this blog on cold email templates for business development.
5. Send targeted email marketing campaigns to your prospects
Both recruitment and marketing run parallel to each other. Recruiters can draw inspiration from marketers in various aspects—how to find clients for staffing agencies, nurture them, and pitch when the right moment comes.
As for generating leads for your business, there are multiple ways to attract your ideal recruiting clients. You can:
- Create a lead magnet (ebook, report, template or free course) and add them to your list in exchange for their emails.
- Host recruitment webinars and collect emails from there.
- Start a newsletter where you can share thought-leadership content and insights that can help your ideal clients.
For example, Recruiterflow recently released an in-depth report uncovering the uncertainties and market shifts in the recruitment world in 2023. The intent was to help recruitment agencies figure out the current state of the recruitment landscape and how it’s going to affect them.
As a reward for the good deed, we got some pretty amazing leads that we’ll engage with and share more valuable content to help them down the line.
| Check out the report: The Post-Covid Recruitment Sunset: Is 2024 a Knock of the Dawn? |
Once you have a solid email list, then comes the challenging part—nurturing and converting them!
Building effective nurture sequences to attract recruiting clients involves providing valuable and relevant content to your leads over time, nurturing them through the decision-making process, and ultimately converting them into clients.
Here’s how to do it:
Segment your list
Divide your email list into segments based on industry, company size, hiring needs, etc. Then, tailor your content and messaging to the specific needs and interests of each segment.
Share valuable content
Offer valuable resources and insights that address the pain points and challenges faced by your target recruiting clients. This could include:
- Whitepapers or reports on industry trends and hiring best practices.
- Case studies showcasing successful recruitment campaigns or placements.
- Webinars or video tutorials on topics related to talent acquisition and HR strategies.
- Blog posts or articles offering tips and advice for improving recruitment processes.
Share thought-leadership content
Share thought leadership content that establishes your agency as a trusted authority in the recruiting industry. This could include:
- Insights from industry experts or thought leaders in the recruitment space.
- Interviews with successful recruiting clients or candidates sharing their experiences working with your agency.
- Analysis of current events or trends impacting the job market and hiring landscape.
Offer exclusive benefits
Provide exclusive benefits or offers to incentivize leads to take the next step in their journey with your agency. This could include:
- Access to premium content or resources available only to your email list subscribers.
- Discounts or special rates for first-time recruiting clients or referrals.
- Invitations to exclusive events or networking opportunities hosted by your agency.
6. Poach your ideal clients from job boards
Job boards are a goldmine for you when picking prospective recruiting clients! Besides posting jobs and sourcing candidates, you can dissect job posts published by your prospects and delve deep into their identity, values, hiring needs, and more.
LinkedIn can be a prime resource for this task. Here’s how to go about it:
- Use LinkedIn’s search filters to find job postings that align with your ideal client profile. You can filter by industry, location, company size, job function, and more to refine your search results.
- Read through the job descriptions of the postings you’ve identified to understand the hiring company’s requirements and the nature of the role they’re looking to fill. Pay attention to details such as the company’s industry, size, and any specific hiring needs mentioned in the job post.
- Explore the profiles of hiring managers and recruiters associated with the companies you’ve identified. Look for common connections, shared interests, or relevant experiences that could serve as conversation starters or points of connection.
- Send personalized connection requests to hiring managers or recruiters whose profiles align with your target audience. In your connection request, mention your shared interests, mutual connections, or reasons for wanting to connect.
- Stay active on LinkedIn by engaging with relevant content, participating in discussions, and sharing valuable insights. Comment on posts, join industry groups and share your expertise to establish credibility and visibility within your target market.
- Initiate direct messages to introduce yourself and express your interest in supporting their hiring needs.
7. Build a solid referral program
Referrals come with inherent trust and credibility. When someone refers your recruitment agency to their network, they’re essentially endorsing your services, which can significantly reduce skepticism and hesitation from potential clients.
Referrals often result in highly targeted leads because they come from individuals who understand the needs and preferences of their network. This increases the likelihood of converting referrals into recruiting clients since they are more likely to fit the agency’s services well.
Implement a referral program encouraging satisfied clients, friends, family members, and professional connections to refer potential clients to the agency in exchange for rewards or incentives.
- Communicate the referral program to your existing recruiting clients and network. Explain how the program works, the rewards or incentives offered for successful referrals, and any specific referral guidelines or requirements.
- Offer rewards or incentives to individuals who refer qualified leads to the agency. This could include cash bonuses, discounts on future services, gift cards, or other valuable perks.
- Implement a system for tracking and managing referrals, including who referred each lead, the status of the referral, and any rewards earned. This can be done through a CRM system, spreadsheet, or dedicated referral tracking software.
- Once a referral is received, promptly follow up with the referred individual or company to explore potential opportunities for collaboration. Keep the referrer updated on the status of their referral and any outcomes or successes resulting from the referral.
8. Attend industry conferences
Attending industry conferences can be a game-changer for your recruiting business.
Not only do these events put you in front of top-notch candidates and hiring managers, but they also offer invaluable networking opportunities. The cherry on top is that you get to stay up-to-date with industry trends and learn many insights from thought leaders.
To use these events best, go armed with business cards and be ready to make meaningful connections and expand your professional circle on LinkedIn. Even if you walk away with just one promising lead or discover a hot new trend in your target industry—it’s a win-win situation.
| Also, check this out: Must-attend recruiting events in 2024! |
9. Upgrade and stay up-to-date on recruitment developments
Recruitment technology is constantly evolving, offering new ways to streamline the hiring process and find the best talent out there. Staying updated allows you to adapt to these trends and remain relevant.
Moreover, you can streamline your hiring process, improve efficiency, and deliver better results to your clients. This can help you stand out from the competition and attract clients.
- Follow recruitment influencers and learn from their experiences and journeys.
- Read recruiting and staffing agency reports by Staffing Industry Analysts (SIA) and Amercian Staffing Association.
- Invest in professional development and ongoing training programs to enhance your skills, knowledge, and expertise in recruitment.
- Attend webinars (like RecruiterFlow’s latest webinar on the role of AI in recruitment) to understand the latest trends in the recruitment industry from recruitment experts.
| Keep an eye on RecruiterFlow’s LinkedIn page for our upcoming webinars related to recruitment trends and updates. |
10. Pitch your most placeable candidates
Most Placeable Candidates are individuals who possess the skills, experience, qualifications, and characteristics that make them highly desirable to employers in the job market. And you, as a recruitment agency, can present them to your existing recruiting clients or prospects (who may not be hiring at the moment) for consideration.
Let’s take an example.
Sam is the head of marketing at your prospect’s competitor company. So when you pitch Sam, you need to highlight these points:
- He has extensive experience and senior leadership role as the Head of Marketing at the competitor’s company. Highlight his proven track record of driving successful marketing initiatives, leading teams, and achieving results in a competitive industry.
- Highlight Sam’s clear motivation for seeking a career change, emphasizing his desire for growth, innovation, and new challenges.
- Assess Sam’s cultural fit with their clients’ organizations, ensuring that his values, work ethic, and leadership style align with their company culture.
- Provide professional recommendations and references for Sam, including endorsements from previous employers, colleagues, or industry leaders who can vouch for his qualifications, capabilities, and character.
Sample pitch for MPC
| Hi [Client Name], I wanted to reach out to introduce you to an exceptional candidate who I believe could be a great asset to your team. His name is Sam, and he currently serves as the Head of Marketing at [Competitor’s Company]. Sam brings over [number] years of extensive experience in the marketing industry and has led marketing strategies, managed cross-functional teams, and consistently delivered outstanding results in his role. Despite his success at [Competitor’s Company], Sam is seeking new challenges and opportunities for growth. His values, work ethic, and leadership style align closely with your company’s culture and values. He’s known for his collaborative approach, strong communication skills, and ability to foster positive relationships with colleagues, stakeholders, and clients. I have received glowing recommendations and references for Sam from his previous employers, colleagues, and industry leaders. They all speak highly of his qualifications, capabilities, and character, further reinforcing his suitability for the role. If you’re up for it, I’d love to discuss Sam’s candidacy further and explore how he can contribute to your team’s success. Please let me know a convenient time for a call or meeting to discuss this opportunity in more detail. Best regards, [Your Name] |
Attract high-value recruiting clients for your staffing agency
Finding recruiting clients for your business can be challenging, especially when you’re just starting out.
Implementing the above-mentioned strategies can help you onboard some amazing clients and create a solid pipeline of leads for your recruiting business.
Remember, building a client portfolio takes time, dedication, and persistence. This is why you need to market your brand well and showcase your wins while keeping all sales pipelines organized.
Add RecruiterFlow to your tech stack and manage your business development pipeline effortlessly. Organize leads, send cold email sequences, and manage all your interactions with them all in one platform. This saves so much time from your agenda, so you can put a greater focus on lead generation and conversion.
Schedule a product demo with Recruiterflow today!
