Talent Trade Tidbit - Market Intel For Biz Dev
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Why should recruiters keep a few MPCs ready for every client conversation?
Hi, this is Stephanie Moss. What kind of things do you need to have in your pocket when you leave the house? Your phone, your keys, wallet. How about an MPC? You want to have a couple of MPCs always in your back pocket. If you're having conversations in the marketplace, you need to have a couple of MPCs in your back pocket. So you don't share names. We all honor the code of conduct that we will not share a resume without our candidate's approval to do so.
How can recruiters ethically share candidate information without breaking the code of conduct?
We'll share a company, organization, need, and then get permission from that candidate before we share a resume. That's our code of conduct. We're not resume spammers. But you can talk generically about, hey, I've got a couple of candidates who I'm speaking to who have this level of experience. Is that a type of profile that would be interesting for your organization to learn more about? As you talk to those candidates, you can come up with your proprietary salary survey. So, track some details around compensation.
What is a proprietary salary survey and how does it boost market intel for biz‑dev calls?
If your team's making placements, if you're hearing about people making moves, begin to craft that salary survey in somewhat of an informal manner. And I think every reader wants to know, every candidate you speak to may want to know, hey, am I being paid fairly? So you can collect that data. And that's going to be good market intel for you to share as you're making your business development calls. And everybody is curious about what's happening in the market. So certainly get permission to on both the biz dev and the recruiting side. Hey, would you like me to call you when I'm working on projects in your territory, in your market? Get permission to give them a call in advance.
How can you use permission‑based outreach as a soft opening for new market opportunities?
And that's a great soft opening, even leaving it as a voicemail. That's a nice soft opening. You're not the recruiter who's pitching the perfect deal. You're calling saying, hey. I promised I would let you know when I'm working on a project in your area. If you're a candidate approach, they may know who's hiring, where you can reveal that, or what's happening in the market. If it's a client, they want to know what their competitors are doing. It's a great fuel for conversation about organizations that are hiring.
What are the benefits of creating a hot‑list of generic skill‑sets for LinkedIn or mail‑merge outreach?
Hey, this is what I'm working on. Who else are you hearing from? What other searches are going on in the market? Hey, who have you heard that just made a move? Have you seen anybody on LinkedIn who just made a move? Where'd they go? Where'd they come from? You know what opportunities lie on both sides of those, is you have on the backside a backfill opportunity.
How does tracking candidate moves translate into back‑fill and new business development relationships?
You also have a business development relationship to launch if you don't already have an ongoing relationship with that organization. Seeing somebody just left to be a lender at another bank, I'm going to call where they've left, introduce myself, and say, market chatter, I'm a market master. Just heard this move happened. What are your plans to fill that need? Is there succession planning? Is there an opportunity there? You get the idea. It's just sharing that market intel, just collecting that. And as you get your MPC list, I think there's a real opportunity with a hot list of generic skill sets, commercial vendor with 10 years of experience, credit officer with 15 years of experience. I think you can do the same kind of thing with a bullet-pointed hot list, if you will, and either share that through a mail merge, posting it on LinkedIn,
however you disseminate information across your market.
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Chapters
6 chapters
1
Why should recruiters keep a few MPCs ready for every client conversation?
0:09–0:35
2
How can recruiters ethically share candidate information without breaking the code of conduct?
0:35–1:03
3
What is a proprietary salary survey and how does it boost market intel for biz‑dev calls?
1:03–1:41
4
How can you use permission‑based outreach as a soft opening for new market opportunities?
1:41–2:09
5
What are the benefits of creating a hot‑list of generic skill‑sets for LinkedIn or mail‑merge outreach?
2:09–2:29
6
How does tracking candidate moves translate into back‑fill and new business development relationships?
2:29–3:15