Question for recruiters?

M

Myuser01

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I'm working at a BPO (Business Process Outsourcing) Org. and I'm looking to start a side-hustle to recruit multilingual employees to come to Ireland to work in Sales and Customer Service jobs.

I'm developing campaigns online to find candidates. My company offers a referral fee for employee referrals - 1k if they're hired and stay 6 months. I feel I can do better if I sell my lists directly to a recruiter.

  1. How should I go about offering this list of prospects to a recruitment firm? I don't have existing contacts. Their concern will be how warm these leads are. My concern will be how honest the firm are in passing-on their conversion/ hire rate from the list. Advice, pls?
  2. What price should I ask per prospect? This prospect will have replied to an online Ad advertising Ireland as a great work destination along with pay rates, hours, locations etc. They'll have filled out an extensive form and submitted their resume. German speakers are particularly in demand. How much should I ask for a German speaker? A French speaker? etc.
  3. How much will a recruitment firm request from a BPO firm for a successful candidate? At what stage will this be paid? Eg. After successful hire? After one month in the job?
Any other advice you'd have for myself, in this new venture?
 
From someone I know in the recruitment industry who recruits candidates into finance industry in London at big companies. Around 20% of salary is paid to recruitment firm (so if he places a candidate on 100k - his firm gets 20k). But there is a claw back if the person leaves within the year but not sure if that's pro rata or some kind scale. He does all he can to make sure the candidate doesn't leave and if he knows they are unhappy will work with them to find something else after the year is up. Of that 20k that comes into the business the recruiter would get 20% of that.

Again these are rough numbers and different contracts / industries but that might give ball park numbers for you.
 
Challenge on a BPO role is that the majority of roles are not well paid unless there are languague skills required and also a lot of BPO orgs have offshored the bulk of those roles due to high (relative) salary costs in Ireland. Hence, unless you have a specialist niche, you are recruiting for minimum wage roles or minimum wage + a small %.

Most of these companies are also multinationals and have their own global recruitment teams. Accommodation is certainly an issue, less so outside of Dublin but still a problem. It's fine for those in senior or high end tech roles, they'll find a place or their employers will pay hotel cost for a couple of months until they settle but not for lower end roles.

I've never known a firm to pay for referals or prospects. Normally, it's pay per hire and for low end BPO jobs, 15-20% would be the absolute max (+ VAT) for an actual hire, normally I'd pay after 3 months and would seek a free replacement or a rebate if the candidate did not work out or left the job. I'd also expect any agency to deal with the heavy lifting if visa's are required and for pre-employment screening.

Note if your employer finds out that you are potentially involved in the hiring of staff by their competitors, chances are they will take disciplinary action.
 
mugsymugsy said:
From someone I know in the recruitment industry who recruits candidates into finance industry in London at big companies. Around 20% of salary is paid to recruitment firm (so if he places a candidate on 100k - his firm gets 20k). But there is a claw back if the person leaves within the year but not sure if that's pro rata or some kind scale. He does all he can to make sure the candidate doesn't leave and if he knows they are unhappy will work with them to find something else after the year is up. Of that 20k that comes into the business the recruiter would get 20% of that.

Again these are rough numbers and different contracts / industries but that might give ball park numbers for you.
Click to expand...
20%. Interesting.
 
One thing you could do is offer a small sample of your list to show recruiters the kind of prospects you’re working with. That way, they know what they’re getting, and it’s easier to build trust.
 
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