Recruiting Launch

The Secrets of Recruiting & Being Recruited - @JonChintanaroad | Profession Session EP. 63 ​ is the founder of Recruiting Accelerator. Jon took the skills that he learned thanks to the success of his own recruiting firm, Aspire Recr...

Here's how to handle the "Can you send me more information" question from hiring managers!

What To Do When Hiring Managers Say "Can You Send Me More Information?"

Perfect match messages to land predictable, high paying recruiting clients? 💰



Here’s the secret.

Personalization.

We all know, it’s effective.

And in the recruiting world, the bar is set so low for us.

It’s easy to stand out!

I used to teach a scrappy (yet effective) way of doing this.

You could easily breakthrough to decision makers just by being specific.

Something like…

“I’m working with a senior ___ with subject-matter expertise in ____

She recently completed a ____ project and just started looking for new opporutneies.

When I asked her which companies interstet her, ____ was one of the first name that came up:

Now sure, this is pretty manual and specific (but it works).

It’s actually the method I built my 7 figure recruiting business….

But I knew I needed to change things up so that people could automate the process.

So now I help my clients come up with something similar that sparks attention - while making the message script scalable.

Meaning…

It looks personalized but we can send it to hundreds of the right clients over a week.

But if there’s anything to take away from today’s post, it’s this.

Specificity and personalization will always outperform copy + paste volume outreach.

And we haven’t even touched on how you can take it to the next level when you have prospects raise their hand to talk business.

That’s when we can have some fun and really stand out!

3 deadly sins of messaging quality recruiting clients 🙅‍♀️
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Never assume.

Never be general.

And never…

Well, you’ll need to stick around to hear the final sin 😉

Here’s the fastest way to destroy your reputation early on as a new recruiting business.

Icky messages.

Let me give you some examples of what these look like…

And why most hiring managers instantly ignore them.

Something along the lines of…

“I specialize in place _____ candidates”

Or even worse…

“I know you will be impressed with the quality of my candidates”

To help you understand this better…

Imagine some creep walked up to you in the street and just assumed you’d be impressed by the quality of their…

Well you know what I mean.

It’s gross and unwelcomed!

While not as grotesque, these two deadly sins (being general and being assumptive) instantly kill your chances of getting noticed.

So what do you write instead?

Well make sure you tune in later this week.

Oh and the final deadly sin is in the comment below.

Ted just started his own recruiting biz - and he had this nagging hunch.

Is my team lazy or is it me? 😣



Ted thought he figured things out as his own boss.

Trouble was..

3 months in…no deals transpired. ZERO.

Would you like to know why?

Well I dug a little deeper into his situation and like many recruiters - their methods are still in the stone age.

Manual grunt work, smiling and dialing etc.

It wasn’t his team’s fault.

It was the process that was at fault.

So I gave him a new process to follow inside the Recruiting Accelerator.

A process that allows you to automate the majority of manual tasks…

Filter out all the uninterested people…

And only show you people who’ve put their hand up.

Now within 4 weeks of joining the program, he’s landed his first client thanks to the new way of recruiting (with the help of automation).

No need to spend weeks re-hiring a new team.

So if you’re out there on your own…

Maybe it’s time to upgrade your system?

Gemma’s a busy mom with kids 🏃‍♀️🏃‍♀️

She had maaaybe 60-90 spare minutes in between her job, looking after the kids, going to PTA (plus a dozen other life-admin activities).

Like you, she’s busy.

Now the trouble was, she’d been in lots of different recruiting positions for 10 years…

And not one role ever taught her the critical skill of attracting quality clients and closing them.

Usually you’ve given the choice of recruiting or sales at the start of your career.

And if you ever do decide to make the jump from recruiting to sales…

Expect about 3-5 years of devotion before any agency spills all their secrets to you.

So what was her little secret to help get results fast…without a dedicated bunch of time in her day?

Well first she booted up my copy + paste automation campaign to find quality clients. No manual grunt work required.

Then she used my Perfect Match Message to attract the interest and spark a conversation with these clients.

Within 24 hours of joining the Recruiting Accelerator, Gemma had her first client meeting booked.

Naturally, she was a little anxious leading up to the call.

What do I say?

How do I come off as a pro?

How do I structure the deal?

All these ‘what ifs’ bubbled in her mind.

So Gemma printed off my little closing cheat sheet to have right there on the call (and she still uses it).

That cheat sheet has taken me 10 years of trial and error to perfect.

And all my students inside the Recruiting Accelerator get immediate access to it.

So what happened with Gemma?

Well within 5 weeks of joining she filed 2 roles and earned herself $70K in placement fees…

(see image below for proof)

Not to mention, this was with a firm that previously had never used recruiting firms (because they didn’t like the idea of paying hefty commissions).

Bottom-line…

Anything is possible. You just need the right frameworks to follow.

One of the biggest fears I hear from recruiters building their business on the side…

Is getting caught by their boss 😦

So we found a way to get your boss to reward you instead.

Sounds kind of weird, I know. So let me explain.




Taking care of candidates is super important, right?

Well this completely ethical and above board method our students inside the Recruiting Accelerator use to build their recruiting businesses (without losing sleep at night).

And it's how Kyle landed his first $32,000 check (while working under a boss).

Completely above board, without any conflict of interest. Let me explain.

If you're a corporate recruiter, chances with the amount of reqs you're pumping out each week...

You've got a full bench of 'silver medalists' after each placement. They've made it through multiple rounds. They seemed promising.

Then a final internal referral steals the opportunity away from them.

They're completely bummed and usually companies don't revisit this candidate.

This candidate is officially out of play.

Now... this is where things get interesting (especially if you're a corporate recruiter who is curious about starting their own recruiting side hustle).

This is where you can kill two birds with one stone.

✅ You can make your boss and company look fantastic.

✅ Plus you've got red-hot candidate who knows you've got their back (making it super easy to find them a home and land you a 20% placement fee).

See where I'm going with this?

Why let this candidate walk straight to another recruiting agency while they're hot...

You did all the heavy lifting, you're not taking a resource away from your company... why not get rewarded for it?

This was the exact strategy that we showed Kyle and countless of our other students inside of the Recruiting Accelerator.

And it's super powerful!

Because think about it...

Building a relationship with a suitable candidates isn't an overnight thing.

Why let the silver medalists go to waste?

You'd be helping this person AND your company.

If I've piqued your interest and sounds ideal for your current situation...

DM ✉️ me ‘Silver Medalist’ and I’d be happy to walk you through play-by-play what our students are doing to ethically build their recruiting business on the side…

(and actually have their bosses thanking them for taking initiative)

They wanted to say yes…

But I had to pull them back down to reality.

Little did I know this person would prove me wrong (in the best way possible) 😲



Let me explain.

80% of people interested in the Recruiting Accelerator have some recruiting experience.

And about 20% have absolutely no experience, they just love working with people.

Now, I need to keep it real with the newbies.

Sure there’s a massive upside to starting your own recruiting business…but there’s work involved. No way around it.

And that’s what I told Joi. She had zero recruiting experience.

So why did she do that?

Well Joi followed where the market was growing and expanding.

Better still…

She followed a market where there’s a starving crowd for top talent (and are happy to pay a premium).

Within 2 months of joining the Recruiting Accelerator she absolutely blew me away.

She signed a client within the first 3 weeks & landed a $26,000 placement within 60 days of joining the program.

(See the comments for Joi’s story.)

So what’s your takeaway here?

Well, you don’t have to leave your job to learn the ropes of becoming a top recruiter.

We just need to present the right offer to a starving crowd.

Thoughts? Leave a comment below 👇