http://recruitvertise.disqus.com/enFri, 11 May 2012 13:07:59 -0000http://www.recruitvertise.com/2012/03/how-to-recruit-engineers-on-pinterest/#comment-526488865<p>This Pin is amazing!</p>Sal LoukosFri, 11 May 2012 13:07:59 -0000http://www.recruitvertise.com/2012/05/recruiter-capacity-now-that-is-the-question/#comment-522175110<p>In theory - sounds good - but there are still too many variables to consider. You deduct a point for a duplicate search but what if it's a duplicate executive search? Is it easier to find a CEO for a Start-up Company than it is for a Fortune 100? Definitely. How about for an easy search like an accountant? Definitely not! An accountant role at one company may differ greatly from an accountant role at another company so giving a point rating to the search (easy search, intermediate search, hard search) poises an issue. And at the end of the day, who's to say any search is easy - what defines easy? I may have a slew of accountants in my back pocket that are decent but only one Director of Marketing that rocks. If the market position becomes open - does it become an easy search?</p><p>As a former recruiter, you also need to look at the marketplace. How many M&amp;A Analysts are you going to find in Ames, Iowa versus NYC? And how does that impact that ranking system? What is the experience level of the recruiter? And what resources are they using to attract talent? These are just some of the questions that need to be incorporated into the equation.</p><p>I had a former colleague at an executive search firm that closed one new hire per month at an average fee of $30k. Translated, that's $360000 in revenue to firm in a year. At the same company, another colleague closed on average 4 new hires per month at roughly $7k per hire. One carried 24 reqs per year and the other 96, however they were pretty close in billing at the end of the year. </p>JaxLaxMon, 07 May 2012 20:59:17 -0000