No matter where you get your news, it’s obvious that we’re in the throes of a leadership crisis -- or three or five. President Trump’s head-scratching “surrender summit” in Helsinki with Russian President Vladimir Putin sent shockwaves across the globe. Meanwhile, British Prime Minister Theresa May faced her biggest political setback as David Davis, the key Brexit negotiator, abruptly resigned because he could no longer, in good faith, go along with the exit strategy. And of course, Uber[...]
Last week, I talked about the value of tracking RFPs as an unconventional source of big data. Sure, there’s nothing overly exciting about RFPs, but in our industry they’re a big part of the sales process. And you’re going to start seeing a lot more of them as we enter “RFP season,” which kicks off now and lasts through September. This article isn’t for those poor souls who will be burning the midnight oil to construct elaborate proposals under tight deadlines. This is for the authors of the RFPs. So here’s a bit of advice from veterans in the field: if you want the best information from your bidders, you must be willing to give them the best information you have. Transparency is key. And sharing is caring.
Our industry sees a lot of RFPs. They come with the territory, especially when pursuing large enterprise clients, government contracts, and massive MSP programs. They’re the things salespeople love to hate. The stuff of nightmares. Fat, unruly documents that hold entire teams of subject matter experts hostage until they’ve answered hundreds of questions about metrics, corporate history, implementation plans, and recruiting strategies. But there’s also hidden gold in all those pages of gobbledygook, which most people miss. RFPs can be untapped troves of Big Data that can fuel your sales strategies. The secret is knowing where to look.
“There’s hardly ever been a better, or busier, time to be a recruiter in America.” That’s the opening sentence of a July 6 article from Bloomberg, written by Patricia Laya and Daniel Flatley. Says it all, right? According to figures from the American Staffing Association, revenues for recruiting services in the United States have tripled since 2009. Search-and-placement agencies now rake in about $21.9 billion, and analysts predict these numbers to keep rising. It’s no wonder so many professionals, especially those with entrepreneurial aspirations, are becoming independent recruiters or starting their own recruiting businesses. Low unemployment, tightening labor markets and lots of job openings are fueling the demand. And yet, finding skilled workers remains a challenge. Let’s look at how independent recruiters can overcome the skills gap and place exceptional talent.