Chat with us, powered by LiveChat 6 Sources for Search Consultants to Hire a Researcher

6 Sources for Search Consultants to Hire a Researcher

by | Jan 24, 2020 | Recruiter Training, Top Echelon Blog

With as busy as executive recruiters are these days, they’re always in need of more help that will translate into more activity, more efficiency, and more closed deals.

Sources to hire a researcher

With that in mind, below are six sources for finding and hiring researchers:

#1—Use the directory.

If you’re interested in finding a contract researcher, rather than hiring one as an employee, then your first step would be to check out the Researcher Directory. We sell this directory on our training site, and it’s the only one I know that gives an exhaustive listing of researchers found in the United States. You will get information such as where each researcher is located, what their fees are, what they specialize in, etc.

I often tell recruiting firm owners that they will want to have contact with several good researchers before they ever need them. This way, you have the confidence to take on large search projects knowing that you have an ad-hoc work force ready to pitch in and provide support. This will give you more confidence when selling your services, as well. Seek out several contract researchers and negotiate agreements with them in advance.

#2—Hire a pro.

You can find and hire professional researchers from either corporate human resources departments or retained search firms. Both of these sources will typically have people who fill a researcher-type role within their organizations, although they may go by a different title. The upside is that they come in ready to work, well trained, and experienced. The downside is that they will cost you much more than a person you would train yourself.

#3—Hire a novice.

If you prefer training your own person from the ground up, there are several options available. I have found very good luck with the following profile:

“A person in their 30s or 40s who used to work in a business setting, but has been out of the workforce for several years while raising children. They now want to re-join the workforce, but not at full speed. Typically, these people want a part-time or three-quarter time position, but also want a lot of flexibility in their schedule so they can be available for their children. If you can offer a flexible schedule, this is an excellent group to target, as they are often loyal, seasoned, and professional.”

#4—Hire a student.

It might sound funny, but I’ve also had good experience with college students and know many others who have, as well. Obviously, they will perform lower-level tasks, but if you have clear systems, scripts, and forms for them to use, they can be quite effective. I’ve found that good majors to target are Business (good drive) and English (well spoken).

Call your local college and find out about running an ad in the school newspaper. You may also be able to post a flyer on the bulletin boards and submit your position to the career center. Be sure to interview them via the phone first to test for vocal quality and maturity.

#5—Work your network.

Ask everyone for referrals: neighbors, friends, and employees. If you see someone in a restaurant or a store who you think might be a fit, talk to him or her and see if you can make a connection. Post a help wanted ad at the local church or fitness club.

Create an employee referral program to encourage your current staff to join you in looking for researchers. Give them an idea of what your ideal researcher would be like. Provide a cash incentive for anyone they refer who makes it past 90 days.

#6—Outsource research to India.

This option won’t work for every situation, but if you have a position that lends itself to Internet recruiting, it might be worth a try. Obviously, the attraction to using a company overseas is that the cost could be much lower and they can be working on your positions while you’re sleeping.

Based on feedback that I’ve received, results have been mixed, but if you’re interested in going this route, here are some companies to consider: 24×7 Headhunting, Arctern, Global Search, and for general admin support, Get Friday.

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Gary Stauble, a guest writer for the Top Echelon Recruiter Training Blog, is the principal consultant for The Recruiting Lab, a coaching company that assists firm owners and solo recruiters in generating more profit in less time. For more information or to schedule a complimentary coaching session, visit The Recruiting Lab’s website or call 408.849.4756.

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