This paper tackles the difficulties contingency recruiters face and how they often lose out on placements. It also addresses how to fill the gaps, and it points to one comprehensive solution that can tie up all the loose ends with an increase in overall efficiency.

1. © 2015 RecruiterMLS All rights reserved. www.recruitermls.com (321) 348-0310 support@RecruiterMLS.com
AreYou Missing Out on Placements
for No Good Reason?
How Recruiters Blow it
with Conventional Approaches,Tools & Networks
that areToo Slow,Tedious, & Costly
John Saravanja, Founder & President
RecruiterMLS, Inc.
37 North Orange Avenue
Orlando, Florida 32801
Summary:
This paper tackles the difficulties contingency recruiters face and how they often lose out on placements.
It also addresses how to fill the gaps, and it points to one comprehensive solution that can tie up all the loose
ends with an increase in overall efficiency.

2. © 2015 RecruiterMLS All rights reserved. www.recruitermls.com (321) 348-0310 support@RecruiterMLS.com
AreYou Missing Out On Placements
For No Good Reason?
2
Contingency Recruiting is aTough Game
Even if you’re an industry veteran with a lifetime of recruiting experience,
you face challenging problems on a daily basis.
TOUGH CHALLENGE #1
You have a database full of candidates, but you’re having trouble keeping track of
them. Even with an overflow of job orders, you can’t come up with candidates that
qualify for the job orders you have.
TOUGH CHALLENGE #2
Worse, you’re having trouble getting job orders in the first place.
TOUGH CHALLENGE #3
You may be constantly losing successful matches to other recruiters.
Companies and candidates alike are working with multiple placement
firms, so you’re competing to fill the same job orders. As a result, you may
rush to send over candidates that aren’t the greatest fit, so both parties quickly lose
interest in your work and leave you out in the cold.
On average, according to the American Staffing Association, only 25% of all job orders
get filled. And success is more highly concentrated among larger firms, so the typical
contingency recruiter is losing out on a lot of income.
Every day you face pressure to sacrifice quality for quantity of matches.
Many candidates and companies are not fully invested in your work, so it can be hard
to commit fully to them.
It’s said that 80% of results come from 20% of the work, but which 20% is it?
When you can’t figure out which 20% to focus on, revenue is constantly slipping
through the cracks. Let’s face it, you have bills to pay, and it’s hard to deal with all these
tough challenges.
So What AreYour Options?
What do you do when you’re having trouble filling job orders or have hot candidates
but nowhere to place them?
Option #1
Many recruiters pack 70 hours or more into a work week, but before long they hit
a wall.
______________________
On average, according
to the American Staffing
Association, only 25% of
all job orders get filled.
______________________

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AreYou Missing Out On Placements
For No Good Reason?
3
Option #2
You may opt to use small networks to create split opportunities, but everyone loses
income, so in the end it’s not a wholly sustainable form of doing business.
Option #3
Nowadays more recruiters are looking to online solutions, from connecting with others
over Linked In to paying upfront for premium services. The pay-to-play option digs
into your pockets, and it’s risky because there is no guarantee of results. Even if you
match a job order with a candidate, the result is a smaller profit for you.
Option #4
Some recruiters look to Internet networks for a small group of their peers to do splits
with. But there is always the risk of someone cutting into your slice of the pie. Also
online networks are typically inefficient. Most of the qualified candidate profiles are
bombarded with emails from recruiters, so the chances of them responding to you are
actually quite low.
Ultimately, recruiting is a game of connections, so you have some other
possibilities.
You could go work in a large office with a more broad, built-in network and established
reputation. You would have a little more job security with a larger
network of collaborators to help with your client and candidate pools.
Maybe you know someone who manages hiring at a particular
company— someone who can give you an exclusive. That’s great but
unfortunately, even with a friendly exclusive, you may not always have
the right candidate and can easily hit a bottleneck.
If you are lucky enough to have a trusting, positive relationship with a
small group of peers, you may gain access to a few more candidates or
potential job orders that help you make a placement.
But here are some risks you’d rather not have.
Normally you put yourself at risk on a split.
If you join a larger firm, you can make a little more than working alone, but the larger
the company, the smaller the gain. In fact, recruiters at larger firms versus small offices
typically give up $16,000 a year in income.
With a limited pool of candidates, relying on just one source of job orders for the bulk
of your income can cost you. You may only place on 25% of those, and the time line for
placement is often quadrupled, resulting in much less revenue in the end.
______________________
Recruiters at larger firms
versus small offices
typically give up $16,000
a year in income.
______________________

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AreYou Missing Out On Placements
For No Good Reason?
4
There’s No ReasonYour Job Has to Be soTough
Imagine you still work alone but you’re not really alone . . .
ü You share candidates and job orders anonymously, so you
don’t risk losing one or the other to another recruiter.
ü You collaborate anonymously, so efficiently that you make a
higher number of placements in the end.
ü You don’t waste time or risk revenue.
ü Candidates are managed by one recruiter only—for life—and a
patent-pending Recruiter Unification™ system allows for the
entire process to flow seamlessly.
It’s all possible!
If you want to sell your house, you use the real estate market MLS, right?
Now the recruitment industry has the NEW RecruiterMLS system.
Some websites claim to be your partner, but are just looking to take you for all they
can. Not the RecruiterMLS. It is not a pay-to play site. It’s a website that truly partners
with you. If you don’t win, it’s a loss for everyone. When you place, everyone is happy.
At the same time, candidates feel great because they can use just one network rather
than wasting their time with many.
What’s the very best thing about this unique system?
A candidate can only be attached to one recruiter for life. Just like in real estate, you’re
the one who collects from your listing.
Candidates may be viewed by others and can apply to all job orders posted, but once
candidates have attached themselves to a particular recruiter, that recruiter earns all
candidate-side revenues.
With the RecruiterMLS, there are no up-front fees, and you pay just a small flat fee
when you place a candidate. The site is designed to allow for quick, effective searches
so you can collaborate with other recruiters—at no risk of losing revenue.
Plus you can bring your existing candidates into the website using our secure and
efficient SmartInvite™ system. When candidates accept these invitations, it’s a
testament to the quality of the relationship you have cultivated.
______________________
Candidates don’t have to
be lost at the bottom of a
pile, and you don’t have to
beat your head against the
wall searching thousands
of unqualified candidates
on a pay-for-play site over
one job order.
______________________

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AreYou Missing Out On Placements
For No Good Reason?
5
DoesThis SoundToo Good to BeTrue?
You probably know a lot about split boards/networks and have probably tried most of
them. More often than not, you’ve been disappointed by a tedious, slow process with a
few big dogs that take all the action. So of course you’re skeptical.
The RecruiterMLS is not just another giant resume mill. It’s revolutionary.
It was invented by John Saravanja, an IT recruiter and computer programmer who
has solved the bottleneck in the recruitment process. Instead of storing thousands of
placeable candidates, John developed a new industry standard recruiting platform
and public listing, a secure place to showcase your candidates and jobs to other
recruiters and efficiently collaborate with one another to make placements.
Get Used to Highspeed Recruiting™.
On the RecruiterMLS the recruiter/candidate relationship is extended into
an efficient online environment. From now on, you have an army of other
recruiters searching your candidate profiles and taking action on them—
24/7/365. Recruiters use their dashboards to rapidly take action on each
other’s candidates and jobs—all with a few clicks.
Even non-members can search the public database of recruiter-owned
candidates and jobs. Recruiters register only after they find a match for
one of their opportunities.
We know you have genuine concern for your reputation and the success
of your candidates and clients, and you may be stronger on the candidate
or client side. If you are already collaborating with other recruiters,
you can build business together using the RecruiterMLS.
StartingToday,There’s a Better Way
Sign up at www.RecruiterMLS.com and start using the site today.
For a no-cost analysis of your recruiting needs and the quickest path to success
on the RecruiterMLS, contact a Senior Consultant at support@recruitermls.com
or call (321) 348-0310
You’ll have support from a team of experts who want to see you succeed. With no fees
unless you place, you have nothing to lose.
Invite some candidates to be represented by you, invite some others to work with
you, browse job orders, and start making more money.
______________________
Easy search tools can save
you hours when scrolling
through resumes, or
looking for an appropriate
job for your top candidates.
No more spending hours
“dialing for dollars.”
______________________