One question I encounter, more often than any other is, “how do I start a successful temporary recruitment business?”
This question appears to defeat even the most experienced recruiters but they do get the message and understand the value of temporary recruitment. A temporary or contract business adds real value to your firm, provides some visibility of future income, is a useful counter-cyclical to your perm business and acts as a way to keep other recruiters away from your clients.
But to understand how to start a successful temporary recruitment business, you first need to understand why so many fail.
- They don’t understand the need for readily available contractors. No client will give you a chance if you can’t demonstrate that you already know people who are qualified, available and experienced in contracting. You cannot take a contract job order and start from ground zero.
- They haven’t looked at what makes a great contractor. I’ll give you a clue – it is about factors that are probably not on their CV.
- They don’t have the stomach to understand compliance, financial and regulatory demands. It just seems too complicated to even start.
- They try to slide into it by asking recruiters to work split desks. Wrong!
- They don’t adjust their reward schemes correctly. The instant gratification of a hefty permanent fee will always be a quicker buzz than slowly growing your contract GP division, for example.
- They don’t apply processes… with discipline.
- They don’t really understand what the role involves, so they can’t flex the client’s specification
- They allow clients to insist on permanent recruitment processes. Just no.
If you want to grasp how exactly to start a successful temporary recruitment business, reach out to our Director, Alison Humphries, who has a proven track record of success in building them across all sectors from health to finance to engineering and everything in between.