If you are a recruiter, the temptation is going to be to target companies that have active job posts.
Bear in mind that this is a well-worn path that, frankly, your market is tired of seeing.
And if you have done outreach to companies who have open job posts, and aren’t happy with the results, you’re not alone. This is just, in our opinion, a “dead” campaign. It used to be fruitful but now it’s just over done and we don’t recommend using this approach.
Instead, we will share the strategies that we have had success with, as a lead generation agency for recruitment and staffing companies.
(At SalesBread we promise our clients 1 sales-qualified lead per day, if you’re interested in learning more, hop on a free 15-minute strategy session with us.)
1. Use intent data
Sales intent data can be a total game changer if you know how to use it the right way.
We suggest searching for brands that are performing searches that indicate that they are starting to look into placing a job applicant.
For example, you can buy intent data to show you companies that are hiring Python engineers.
And if you use this intent data with your own filters, you can get a really accurate list of companies that might need your services. Just using an intent data service isn’t good enough; you need to refine the data.
The best thing to do, for example, is to take the intent data of companies hiring Python developers and refine it by:
- Companies that are in the right zip code
- Companies that have the right size and revenue
- You could also look at their departments and see if they are doing multiple hires
This would further qualify these companies, leading you to a productive prospect list.
Some of the best sales intent data tools on the market are:
These tools can be pricey, but we have found that they are really helpful in finding a target audience that is actively looking for staffing services.
(This article: What Is Sales Intent Data & How Sales Teams Can Use It, goes into more detail.)
2. Think outside the box with your offer
Something that has worked for us, is almost like having a business development approach. Instead of asking your ideal target account for a sales call, you would rather ask: “Do you have plans to add to your Python engineering team over the next 12 months?”
It’s a really easy ask and from our experience, you will get a lot of responses.
And for those that say “yes”, what I recommend, is making it really hard to turn you down.
How do you do this?
Well, you could offer to do one recruitment placement at cost, with a money back guarantee, or with a free replacement guarantee.
A lot of brands are going to take you up on this. And if you have been in recruiting for a while, you will know that all it takes is one good replacement, and a brand will typically use you multiple times.
So try and sweeten the offer to a point that you’re comfortable with.
3. Use LinkedIn outreach for recruiting candidates and reaching out to quality leads
If you would also like to find more job seekers, you could always use LinkedIn outreach. This is one of the easier campaigns you can run.
We suggest going on LinkedIn, and reaching out to potential candidates and asking if they might be interested in hearing about new job opportunities. You could then mention that you could alert them to the opportunity if they are a good fit.
We have found that quite a few employees are keen on hearing about new opportunities.
And if you’re looking for leads for your staffing agency, take the intent data you used to find the right companies, and reach out to those who are responsible for hiring. This could be those in HR departments.
We suggest plugging your list of accounts into LinkedIn Sales Navigator and then finding the right people to reach out to at these accounts.
Next, filter your list by your second-degree connections and recently posted.
This will refine your list even further, ensuring that you’re reaching out to people who are actively using LinkedIn.
Write a personalized outreach message
When it comes to outreach, you have to use personalization.
If you want your message to stand out from every other recruitment agency using LinkedIn, you need to write something that will capture your prospect’s attention.
At Salesbread we use a method known as CCQ.
This means that we will either find something to compliment the prospect on, mention a commonality, or ask them a question.
We will actually research each prospect and find something very specific about them to mention in our messages.
So if they were interviewed on a podcast, we will actually listen to the podcast and mention something we enjoyed. Or if we know that they have a specific problem at their company, we will ask them how they are dealing with it.
(Here are some personalized connection request templates to inspire you.)
Follow up and ask for a booked call
We also follow up with the prospects between 3 and 6 times. In these follow ups you can add more personalization, and ask if you could hop on a quick call.
Here are some simple, low commitment ways to ask for a call:
1. Can we grab time Thursday afternoon to see if [MY COMPANY] aligns with your goals for this year?
2. Are you available for a quick meeting to discuss your use case and see if we can assist in any way?
3. Do you think it could help {{company.name}}? If so, happy to tell you how (here’s my calendar).
4. Would you have time {{=bday+2}} morning for a conversation?
5. Want me to coordinate with your assistant?
4. Use social media
79% of candidates use social media in their job searches… So utilizing social media will not only help you find job seekers, but it can also help spread the word about your company.
Surprisingly, Tik Tok has become a great platform for companies to advertise their services.
You could share a range of content on your TikTok feed, from advice on how to hire, interview tips, and general advice.
Once again, creating brand awareness across multiple social media platforms will help potential leads keep you in mind when they keep seeing you pop up all over their feed.
You could also make use of paid advertising on these platforms, especially if you would like to use Facebook or Instagram.
Remember to also share case studies and testimonials of your recruitment clients.
Below are some examples of how recruitment agencies in the UK use social media advertising to find potential clients.
5. Use email marketing in your lead generation strategy
Email marketing can also be effective for helping possible clients remember your agency.
If they aren’t ready for your services just yet, sending them personalized emails, or a monthly newsletter, will help them keep you in the front of their minds; So when hiring needs do arise, they will reach out to you first.
With email marketing, try not to spam potential leads. Quality over quantity trumps every time.
Rather send 1 well thought out email a week, instead of daily AI-generated copy-paste content; And remember if a lead reaches out to you, reply in real-time as a human, and not with an automated response.
Once again, ALWAYS have a refined list of prospects to reach out to… If your email list is too generalized, you won’t be reaching out to high-quality leads that will convert.
6. Don’t forget search engine optimization
You could either hire an agency to help you with your SEO or hire someone to do it in-house. SEO is an important marketing tactic.
Why?
Because most people use Google when they are searching for a particular service.
Google can provide a host of information; whether prospects are looking for actual recruitment agencies to hire, or looking at their reviews.
How does SEO work?
There are various SEO tactics that you can use, but one of the easier ones is thinking about high-intent keywords and writing a blog post or landing page around a specific topic.
So for example, you could use the keyword: “recruitment and staffing agencies.”
NOTE: In order to find the best keyword, you could use tools such as Google Keyword Planner, or SE ranking.
These tools will help you choose keywords with a decent amount of traffic; just a word of caution, don’t go after very competitive keywords…
The reason is, that it might make it a lot harder to rank. You will notice with the image above the first column shows traffic and the second shows difficulty.
It would be easier to go after a keyword with a difficulty of 10 compared to a difficulty of 40.
You want your articles to be on the first page of Google; if they aren’t most prospects won’t scroll to the second page, so they might never even read your article.
Other factors to consider when using SEO
Optimize your title tags
When doing this, keep the length of your tags between 50 and 60 characters. If you keep your tags under 60 characters, you can expect about 90% of your titles to display properly.
Also, ensure to make your titles “clickworthy”. You can do this by adding curiosity, benefit, and emotion into your titles.
Write an intriguing meta description
Your meta description should tell the reader what your article is about. It also helps Google understand what your article is about. Google usually cuts short meta descriptions that are longer than 160 characters. So try to keep it between 150 – 160 characters at most.
Use well-placed images and infographics.
Images are a great teaching tool. If you can use high-impact infographics and images to convey your process, it can keep readers on your page for longer. The time spent on a page also provides great SEO value.
The more time people spend on your pages, the more Google sees your site as valuable.
Provide value to your reader
Even if you do all of the above, it’s also really important to write valuable articles that are helpful to your readers. There’s no point in asking Chat GTP to write you an article, and it spits out a very generic copy-paste article.
Interview people in your industry, and come up with unique and informative posts
7. Hire a lead generation agency
Another option is to hire a lead generation agency that specializes in generating leads for staffing agencies. You might not have the time or experience to implement the above tactics, and this is where hiring a lead gen agency comes in handy.
They have the experience and resources to help you build ultra refined prospect lists, write personalized outreach messages, and implement strategies that lead to more sales.
At Salesbread we have helped many recruiting agencies find their ideal clients. Since 2019, SalesBread clients have averaged
a19.98% reply rate with our ultra-personalized LinkedIn Lead Generation Services. And… 48.14% of those replies were either meeting requests or qualified sales inquiries on their product or service.
The case study below shares how we helped
Lead generation campaign case study for a staffing agency
At Salesbread we helped one specific recruitment agency find x amount of leads.
Our stats were as follows:
113 qualified leads in 80 work days. This means that we actually exceeded our lead per day promise for this specific client.
How did we generate these leads?
With the same methods, we mentioned above.
- Use sales intent data to find companies looking to hire right now
- Use that data to start building a super-refined list of prospects; We also made use of other lead generation tools, such as Crunchbase.
- We then plugged the list into LinkedIn Sales Navigator and found the right people to reach out to at these companies.
- Next, we researched each prospect on the list and found something specifically about them to mention in our messaging.
- We then followed up and asked for a booked call
Takeaways
If you try a mixture of the above strategies, you will surely find the right recipe.
But if you lack time, why not hop on a free 15-minute strategy call with SalesBread?
We would love to help find qualified recruitment leads for your agency, with our done-for-you lead generation service.