Good examples are positions in marketing accounting or even human resources. For this candidates usually do not necessarily have to have experience in a specific industry. ICP criterion: qualification Ultimately the qualification is decisive for how well specialists fit the vacancies so as a recruitment consultant you have to make sure that qualifications are sufficiently defined. While the first two criteria are still very easy to recognize and select the qualifications of the talents are a bit more difficult to find unless a completely filled out social media profile is available. ICP criterion: Possible job title Do you realize how many job titles there are for sales? sales staff Sales Managers Field staff in sales account Manager Sales.
Consultant Sales Specialist sales assistant Account Executive And that's not all. This example alone shows that job titles can be varied. If you are looking for specialists for a specific job Latest Mailing Database profile collect all the job titles that are suitable for the profile then you already have a solid basis for your search. Tip: Also search through business platforms such as LinkedIn and Xing! Many talented people are also looking for suitable jobs here. Lots of input for recruiters! How can you generate leads in recruiting? The same applies here: Think outside the box! Look how others do it. It is no longer a secret that job advertisements alone are no longer sufficient to find applicants.
Surely you already know the possibilities via LinkedIn and events. Nevertheless we want to go into these briefly. But it is certainly more exciting what you can also learn from marketing on the subject of lead generation. For example let yourself be inspired by watertight tips for lead generation in marketing: Generate B B leads: The best methods for your marketing Lead generation via LinkedIn As a recruiting-as-a-service provider you are certainly already on LinkedIn and at least as familiar with lead generation there as many a sales professional. So just touched on here.