Call an expert now: +44 (0) 203 856 7200 / +1 646 905 0091

What is a specialist recruiter?

Updated on 11th November 2020 by Jamie Fraser, InterEx Group CEO

There are very few, as it takes a lot to become a specialist recruiter. For example:

  • Industry – Do you know where the biggest projects are located, the timeframes of the projects, who is the Microsoft partner involved, etc.
  • Product – Tools involved, methodologies, the lifecycle of an implementation, the skill sets needed in each position, how a consultancy works, the process of a consultancy winning a project, etc.
  • Referrals for a new candidate – Are you getting referred to contractors/permanent professionals for your previous work?
  • Case studies – Will your client or candidate confidentially give you a case study on their experience with you?
  • Financial market knowledge – Knowing the costing for both permanent and freelance/interim professionals in each country and region.
  • As a specialist you should be able to identify suitable profiles for certain needs against any of your competition.
  • Your candidate knowledge should be strong (in retrospect knowing it off by heart) – What is their rate, preferred location, technical expertise?
  • Knowing when candidates are finishing up on current contracts.
  • Job roles – Who does what, etc.

 

Reasons why I became the market leading specialist in this industry.

Case study 1:

Geographical specialism

When I first started out in recruitment, I was told to purely focus on 1 country, otherwise, I would have been too stretched with multiple focuses.

However, when I moved on to my second business, I decided to take it upon myself and branch out to focus on projects globally. Now, in January 2019, I can proudly say that I have placed Microsoft Dynamics professionals in every continent around the world.

How? I managed to do this because I am a specialist recruiter.

  • I was recommended very quickly to some of the best candidates within each region based on my relationships, failing that I identified who the best candidates were from my network.
  • Simplifying the job & having a large and focussed network resulted in me beating my competition that focused specifically within that country with completely different time zones

 

Case study 2:

PSL’s

Last year, I had targeted global clients. Each of these had a preferred supplier list (PSL) with some of them including my biggest competitors working exclusively with them.

Most clients base their PSL on old relationships or mis-sold recruitment pitches.

The typical problems I heard were:

  • Charging fixed fees up front to do business, RESPONSE: We charge on success only, this is because we are confident of our abilities
  • Headhunting our own employees, RESPONSE: We have a clause in our contracts stating “do not headhunt out from our own clients”
  • Multiple recruiters contacting us from the same business, RESPONSE: Interex will provide a dedicated account manager
  • Irrelevant CV’s, RESPONSE: Interex do not send out spec CV’s, if we are given roles then we have a target time frame to deliver and a thorough vetting process prior to sending the CV’s

I knew mine and Interex’s capabilities and with the proven success within the Microsoft industry, my knowledge and understanding of my clients’ staffing strategy, roadmap and budgets, I managed to work exclusively with most of these businesses.

By adding real value to each of their individual staffing strategies, this shows that I am a market specialist, and we can confidently say that every client that has partnered with Interex, we have a successful relationship with. Regardless of the margin we earn, our client and candidate management effort will always be 100%.

Next blog

New Office Alert

We are big about reinvestment at Interex and ensuring we are creating the best workplace to work in recruitment. Everything we aim for has to be the best it can, “work, clients, culture, approach to market, pitching, etc.” We are not looking to “follow the market” and we are big about creating the culture and […]

See Latest Industry Insights

InterEx

1,909 followers

1 mon

What is a specialist recruiter?

There are very few, as it takes a lot to become a specialist recruiter. For example: Industry – Do you know where the biggest projects are located, the timeframes of the projects, who is the Microsoft partner involved, etc. Product – Tools involved, methodologies, the lifecycle of an implementation, the skill sets needed in each position, how a consultancy works, the process of a consultancy winning a project, etc.

...see more

InterEx

1,909 followers

1 mon

New Office Alert

We are big about reinvestment at Interex and ensuring we are creating the best workplace to work in recruitment. Everything we aim for has to be the best it can, “work, clients, culture, approach to market, pitching, etc.”

...see more

InterEx

1,909 followers

1 mon

InterEx Training Academy 2020

We have sat down with our Head of Talent Acquisition, Madina Ali, and previous Training Academy attendant, Ela Reeves, to talk about our upcoming Academy in September and why our training was the key for Ela’s success within the company.

...see more
1
2
3

Looking to hire?

Find Cloud, Microsoft, Development, and BI & Data experts for your team in 24-48 hours.