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Our office has been a generalist type group working specifically within the Pharmaceutical and Medical Device Markets.
Owners want to rebrand and make everyone a specialist/Niche recruiter i:e Quality Assurance, Marketing etc etc
Has anyone adopted this type of model and what have been the pro's and cons?
4 replies
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Bravo to Steve!. In 20 years with my own firm, Chaucer Group, I never hired a 'recruiter'. I hired industry expertise and taught recruiting. Niche is the way to 'end up'!
Robert (Bob) J. Thomason, CPC Manager Allstates Search Group 242 Chapman Rd Newark, DE 19702 Direct: 302-452-9624 Cell: 302-607-9651 Email: thomasonb@asts.net www.allstatessearch.net http://www.linkedin.com/pub/0/61/a49 Member of Red Sox Nation & Celtics Pride
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Niche recruiting is definitely the way to go, so long as you have a solid marketing plan to go along with it. The key to this type of operation is to become VERY well known amongst the professionals in the space. That means going to trade shows, doing in depth research on the best known individuals in the space and reading lots of trade articles about your chosen niche. It's vertical marketing, it's very targeted and it's very effective. Plus, it allows greater mental focus which will lead to more and more targeting ideas. I wouldn't worry about hiring recruiters with your niche expertise because you shouldn't be hiring experienced recruiters anyway. Experience often means 'bad habits' that need to be eliminated. Hire newbies and train them your way, you'll be much wealthier and happier as a result. Good luck,
Steve
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You are already in a niche market when you stated that you serve the Pharmaceutical and Medical Device Markets. Breaking it down even deeper could be interesting. I hope the owner is asking all the recruiters what they like before implementing any changes. It�??s a sure way of motivating your present staff to look elsewhere if it doesn�??t work out. People don�??t like change especially if it may have a negative impact on commissions.
Outside of the staff financial upheaval another issue that may develop is boredom. Not every niche stays busy all the time. And my last thought is that the owner will suffer a loss should a niche recruiter leave a loss in the ability to service the accounts efficiently and a loss in revenue when the leaving recruiter takes those accounts with them. To compound the matter niche recruiters are much more difficult to recruit whereas generalist are much easier to replace. There is so much more for the owner to think about and implement the change very carefully and slowly.
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All owners want each recruiter to be a specialist in a particular field. In this manner, a recruiting firm can say they specialize in certain areas. Now, when that particular area tubes (Pharma, Steel, etc.) they can get rid of that recruiter and find one who concentrates in a "hot" area. To companies, recruiters become expedable. For a recruiter, it is best for them to know everything about every industry and discipline they can. A good generalist can survive anything; especially if you don't work for canibalistic recruiting companies.
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