Quote:
Originally Posted by Unregistered
So I get the shady, set up, close, rinse and repeat process. But what I see missing is brand loyalty of the recruitment agency.
The deciding factor when a sales person decides to work for XXX recruitment is how will candidates perceive them when they meet. Without a brand, how is the sales person gonna find the candidate for the job, eventually netting him the commissions.
I know that I for one will not entertain recruiters whose company has a Linkedin profile which says 1 to 10 employees, start up. I'm smart enough to not waist my time with them. At the top of my head, the big ones are Ambition, Michael page, Hays, Huxley.
Therefore, while it's easy to set up a legal construct and get sales people, I doubt your business will make one successful placement if you don't build the brand. To me, this rinse and repeat process is loss making.
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There are many niche small consultancies dealing with senior execs and high paying technical specialist. Just because you are not at that level and end up dealing with mass markets like Michael Page and Hays does not mean that all small boutiques should be dismissed as shady.
In mass markets company brands might count, but at higher paying levels generally it's the industry acknowledgement of the headhunter himself/herself that is paramount.
Just clarifying that the recruitment space is very wide with different operating models and market segments, one should not make blanket statements without knowing the full context.