When RecruitLoop introduces you to a client, the ball is in your court as far as actually winning that business. Once you’ve received a client lead from RecruitLoop, the first step toward success is in writing your proposal.
Some recruiters begin with calling the client, and then send a detailed proposal. Some recruiters send a proposal, and then coordinate a call with the lead, and then re-submit a more detailed proposal. We invite you to choose your own adventure, but the sooner a client hears from their potential recruiter, the better.
Recruiters often ask us for advice on what to include in a winning proposal, and there certainly are some commonalities among the proposals of recruiters who frequently come out ahead in the bidding process.
To help you all win more business, here are 3 tips for how to make your next proposal world-class:
1. Make the client feel like you know and care about them
Think of this proposal as an email, and try starting off the proposal with friendly and upbeat words. Stay away from the robotic sentences that start with “I understand that …”, and instead aim to for positive reassuring language to help the client know that you’re here to solve their problems. Reassuring wording helps you build a partnership of trust, paving the way for a long working relationship.
Examples:
“Congratulations on x!”
“I know that with x’s recent resignation, the timeline is short, so the goal is to get candidates in front of you by x date. Fortunately, I have a network of candidates that I can tap into”
“Thanks for taking the time to chat this morning. Great to learn about your family business and hear of its continued growth.”“why work with me” section
I think this section is really strong in your proposals. You have great background and you highlight it well.
2. Leverage the RecruitLoop model and tools
Just because a client has come to RecruitLoop, it doesn’t mean that they know about every one of our features and offerings.
Your proposal should reassure clients that they can check the portal at any time to see progress, and that they can opt in or our of any activities, at any point, as you’ll remain in contact with them throughout the process. You should also let the clients know about our video interviews. These are all things that RecruitLoop has put in your ToolKit, and describing their benefits is a great way to sell the RecruitLoop experience.
Example:
“My rate is $x per hour. Rather than a recruitment fee, you simply pay for each hour that I work. These hours will be logged in detail within the RecruitLoop platform so that you can have full visibility into the project”
3. Strive for clarity and positivity when describing your estimated costs
The “Time and Cost Estimate” section of your proposal is sometimes the only section the client will read. Be sure to write this section with the same friendly, positive tone that you’re using in the rest of you proposal. When comparing your cost with the cost of other recruiters, clients may compare these sections directly, so it’s important that the information you’re providing here is clear and easy to understand.
You should also emphasize how much value the client is getting for your estimated cost. You can do this by reminding the client that they have complete control over the cost in an elastic recruiting model. Some recruiters also provide a comparison of how much a similar hiring project would cost under the contingency model.
In order to manage client expectations, it’s worth reminding the client that an outcome is not guaranteed, but that you are committed to promoting their brand as an employer in order to build their hiring reputation for the long term. This section should always outline next steps, so that the client can envision a clear path forward with you.
Examples:
“RecruitLoop’s elastic approach to recruiting can save employers up to 80% as compared to a traditional recruitment agency fee. For example, a similar role to this, with a salary of x, could cost as much as xxxxx when you factor in the x fee on the starting salary.”
“I’d like to meet to get a better sense of your team/company so I can honestly sing their praises when meeting with candidates.”
What do you think of these suggestions? Will you try these? Do you have other suggestions to share? Let us know in the comments below!
Author
Jenn Steele
Jen Steele is a dynamic, results-driven leader with over two decades of experience in the technology and marketing industries. As the CEO of KissMetrics, Jen is responsible for driving the company's strategic direction, growth, and overall success.
