How to Market Your Most Placeable Candidates (Free Templates to Get Started)
Proactively pitching your MPC (Most Placeable Candidate) to acquire new businesses is a tried-and-tested marketing tactic in the recruitment industry. However, despite its widespread use, many recruiters struggle to harness its full potential due to a lack of knowledge and proper implementation strategies.
In this blog, we’ll dive into everything you need to build a robust, most placeable candidate (MPC) framework for new client acquisition – starting right from what makes a candidate most placeable, to how to pitch them to your prospects (yes, we have included pitch emails that you can use right away), and building a communication experience for your clients, so that they can act on it, now. So let’s dive in.
What is MPCing?
MPCing is a proactive recruitment sales strategy that turns the traditional recruitment model on its head. In this BD strategy, you actively promote your top-tier candidates to existing and new clients to generate new business. Your MPC is your “A+ player/s” – candidate/s with the ideal combination of skills, experience, and the right certifications that would impress any client. You pick these candidates, find prospective clients who need them and match. Pretty efficient!
What makes MPC tick?
MPC is driven by its unique approach of starting at the end of the recruitment funnel rather than the beginning.
It taps into the pulse of the market, identifying top talent and matching them with the right opportunities, ultimately benefiting both candidates and clients alike. This approach not only streamlines the recruitment process but also fosters stronger relationships between recruiters, candidates, and clients, leading to more successful placements and long-term partnerships.
How to identify the ideal candidates for pitching to the client
Your “Most Placeable Candidates” should possess –
In-demand skills
Your star candidates have a skill set that is highly in demand in your niche. They have exceptional mastery over these skills, differentiating themselves from their peers.
Track record of success
Their resumes boast an impressive track record of achievements and accomplishments in previous roles. They should have surpassed targets and delivered exceptional results in their previous roles.
Leadership potential
Your MPCs are driven by growth and possess outstanding leadership qualities. They excel in communication, display high emotional intelligence, and should be self-motivated.
Market readiness
Your MPC is someone who is explicit about their goals. They should be open to exploring diverse opportunities and undergoing reference checks.
How to identify the ideal client(s) for the candidates you are repping
Now that you’ve identified your top-tier candidates, it’s time to find the right hiring managers. Here’s how to identify them:
Research Potential Companies
Industry: Focus on industries that value the skills and experience your MPC offers.
Growth: Target companies that are expanding or have a track record of promoting from within. This indicates they value top talent and are open to bringing in experienced professionals.
Company Culture: Research the company’s values and mission. Does it align with your candidate’s preferences?
Identify Key Decision-Makers
Hiring Managers: Use LinkedIn and company websites to find the individuals responsible for hiring in the relevant departments.
Department Heads: Reach out to department heads who may be involved in the hiring process or have influence over hiring decisions.
Recruiters: Build relationships with internal recruiters and talent acquisition teams. They often have insights into their current and future hiring needs.
Evaluate Hiring Manager Fit
Openness to External Talent: Some hiring managers prefer to promote internally. Gauge their willingness to consider external candidates.
Decision-Making Style: Do they prioritize experience, cultural fit, or specific skills? Tailor your pitch accordingly.
Urgency: How quickly are they looking to fill the role? If the need is urgent, your MPC could be a timely solution.
Pro Tip: Don’t just focus on finding hiring managers with open roles. Proactive outreach can create opportunities even where none were advertised. Your MPC might be the perfect solution to a problem the hiring manager didn’t even know they had!
How to craft the perfect MPC pitch
After successfully identifying your star candidate and hiring manager, now comes the time to perfect your MPC sales pitch. The MPC pitch is more than just a resume; it’s a strategic sales email designed to catch the eye of potential clients and showcase the unique value your candidate brings to the table. In this blog, we’ll delve into the key components of crafting a winning MPC pitch that resonates with clients and sets you apart from the competition.
Be solution centric
Pinpoint your client’s critical business challenges. Then skillfully position your candidate as the tailored solution to alleviate those pain points.
Create a sense of urgency
Mention that your candidate(s) are actively interviewing with other companies, but you believe they would be an excellent fit for the client’s organization. Emphasize the potential risk of missing out on top talent if the client does not act quickly.
Be very precise in your targeting
Research the market thoroughly to understand current trends, demands, and skills sought by clients. Do research about client preferences, industries, and organizational cultures to tailor the pitch accordingly.
Remove the fluff
Keep the pitch concise and focused. Highlight the most relevant information that aligns with the client’s needs. Clearly communicate the candidate’s qualifications, skills, and potential contributions without overwhelming the client with unnecessary industry jargon.
Show belief in your candidate
Deliver the pitch with confidence and enthusiasm. Showcase belief in the candidate’s capabilities and suitability for the role. Maintain a professional demeanor and engage with the client actively. Address any questions or concerns they may have.
Do Follow-ups
Follow up with the client promptly after delivering the pitch to gauge their interest. Adapt the pitch based on client feedback or changing market dynamics.
By following these steps and continuously refining the MPC pitch based on feedback and insights, you can maximize your chances of success in engaging hiring managers effectively.
You can also learn how to identify and leverage your Most Placeable Candidate (MPC) in our exclusive webinar with Dandan Zhu—watch it here.
Most placeable candidate email template
To help you get started with MPCing, we have crafted below are a few tried and tested MPC scripts for you. You can download these scripts and tweak them according to your preferences.
Script 1
Hi, [client name], this is [your name] from [your agency name]. We’re a firm specializing in finding star candidates for the [industry name]. The reason for my call: I was doing a search for one of your [competitor’s name] and came across one of the top sales reps in your industry, and I thought of you.
This candidate was the top sales professional at [name of the organization], producing over $X million in revenue per year.
She has personally brought in the top four largest accounts they have today. This means that if you hire her next, you will not only get a big producer but also a true producer who understands the value of what major accounts bring to an organization.
Does it make sense for you and this individual to sit down to explore the possibilities?” Does Monday or Tuesday work better for you next week?
Script 2
Hi, [client name], this is [your name] from [your company name]. Two reasons for the call. First, have you heard of us before? We work with many of your competitors in the industry, focusing on the [industry name] marketplace. We have helped organizations such as [competitor names] grow over 35% per year in revenue and increase profits by over 45% by finding the critical talent they needed to achieve their goals. We have done this because we are in touch with the unicorn candidates in your marketplace on a daily basis. These are passive individuals who are blind to job boards due to performing at high levels for your competitors and not looking for other positions.
Which leads to my second reason for the call . . .
I was doing a search for [company name] and came across one of the top sales reps in the [industry name] market, and I thought of you. They are interviewing with the [company name].
This killer was the top sales professional at one of their top competitors, producing over $5 million in revenue per year.
She has personally brought in the top four largest accounts they have today.
This means that his next employer will not only get a big producer but also a true producer who understands the value of what major accounts bring to an organization.
Does it make sense for you and this individual to sit down to explore the possibilities?” Does Monday or Tuesday work better for you next week?
Script 3
Hi, [client name], this is [your name] from [your company name]. We haven’t talked before, but I need your help. Do you have a second? Great! We work with many of your competitors and focus exclusively on [industry name]. Here’s where I need your help: I saw that you are hiring for [position name]. I recently concluded that same search for a competitor and have been working with a few star candidates that may be exactly what you’re looking for now. If anything, it could certainly save you a significant amount of time in filling the position. Whom would I speak with at your organization to help you fill these openings?
How can you run MPC campaigns with Recruiterflow?
Recruiterflow’s ‘Pitch Candidates’ feature is one of the easiest ways for a recruiter to place a candidate. It removes the complexity of reaching out to multiple contacts with the candidate’s profile and provides a cleaner experience for hiring managers to accelerate the hiring process.
Your hiring manager now gets a single email with a link that they can just click on and take quick actions like moving forward with a candidate, dropping them, or leaving notes to recruiters. The feedback mechanism is as simple as possible, with no logins, multiple feedback emails, or extra steps.
Check out this feature in action in this video –
Conclusion
With the right MPC’ing approach, you can turn your top talent into a goldmine and solidify your agency as a go-to partner for top-tier placements. Remember, the early bird catches the worm, so take action now and watch your recruitment business soar.
