Steps to Succeed as an Independent Freelancing Recruiter

March 22, 2023 Jonathan Kidder 1 comment

Amid economic fluctuations, recruiters might face employment uncertainties. This presents an ideal opportunity to transition into a freelance recruitment specialist or talent sourcer role. Numerous resources and platforms are available to facilitate split and other freelancing engagements. In the following sections, we will outline strategies for achieving success as a freelance professional in the recruitment industry.

 

Recruiters may face a prolonged layoff, and in such a situation, freelancing can be a viable option. Numerous freelancing recruiting websites such as Paraform, RecruitiFi, and Reflik can help find sourcing opportunities online. In this article, I will outline how to initiate a freelance recruiting career.

 

How to get started: 

Determine your niche: Consider which industry or job positions you specialize in, so you can better market yourself as a freelancer.

 

Create a professional brand: Establish a professional online presence and brand for yourself that highlights your skills, expertise, and experience as a recruiter. This can include creating a personal website, LinkedIn profile, and/or social media accounts.

 

Network: Attend industry events, join relevant online communities, and engage with other recruiters to build your network and establish relationships with potential clients.

 

Identify potential clients: Use online job boards and company websites to find businesses looking for recruiters, or reach out directly to companies in your target industries to offer your services. Set your rates:

 

Determine your hourly rate or project fees: based on your experience and the scope of the work. The average rate for a placement recruiting fee varies depending on the industry, job position, and the level of experience required. Typically, the fee is a percentage of the candidate’s first-year salary, ranging from 15% to 25%. For example, if a candidate is hired with an annual salary of $100,000, the fee would be $15,000 to $25,000.

 

It’s important to note that there may also be other factors that impact the fee, such as the level of difficulty in finding qualified candidates or the length of the search process. Some recruiters may also charge a flat fee or a combination of flat and percentage fees.

 

Develop a proposal: When pitching to clients, create a customized proposal that outlines the scope of work, timeline, and pricing.

 

Deliver quality work: Once you’ve landed a project, deliver high-quality work and ensure that your clients are satisfied with your services.

 

Build your reputation: Focus on building a strong reputation as a reliable and effective recruiter. Ask clients for referrals and testimonials to use in your marketing efforts.

 

 

How to become a freelancing recruiter:

1. Start up an LLC

2. Get a custom Gmail domain

3. Sign up to recruitment platforms Paraform, RecruitiFi, and Reflik.

4. Join HeadRace to find opportunities to collaborate with agency recruiters and increase candidate pool

5. Sign up for Sales Navigator’s 30-day trial to use it like a recruiter without commitment

6. Purchase Signal Hire credits to obtain candidate contact information

7. Sign up for a free Apollo.io account

8. Create personalized recruiting messages for positions acquired through the mentioned platforms

9. Add the messages to a 5-pronged messaging sequence: a) personalized LinkedIn connection request b) initial email c) follow-up email d) personalized InMail e) warm call. Learn how to structure recruiter messages here.

10. Use evernote, google sheets, or excel to create an talent sourcing tracker document

11. Start billing clients after placing a candidate. You will need to invest in tax software to keep track of your billings/taxes. 

12. If interested in building out your own recruitment agency, get a free Loxo account.

 

From Adam Kovasc (CEO @ The Talent):

This is a great list! As an agency owner, I’d add a few additional points:

1. Get your T&Cs and service contract buttoned up early, so your new clients won’t need to wait for that after your proposal.

2. Find a mentor that is in their career where you want to get to in 2-3 years.

3. Even as a sole proprietor, separating your business and personal finances is still good practice. Set up a business bank account (e.g., in the US, Bluevine is offering free checking accounts), and if you’re in the US, you should also get a business credit card (they throw the Amazon Business Prime card at people like candy).

4. Research and understand the legal compliance part of running your own business as a solopreneur. Same goes for taxation, bookkeeping, and business finances.

 

Final thoughts…

To become a successful freelance recruiter, start by developing a strong foundation in recruitment or human resources, and acquire knowledge of industry tools and best practices. Focus on a niche area to enhance your expertise and appeal to clients. Establish a professional online presence through a personal website or portfolio, and leverage social media and networking platforms to expand your reach. Cultivate relationships with clients and candidates, and consistently deliver exceptional results to build a solid reputation. Finally, invest in your professional development by staying up-to-date with industry trends and enhancing your skills through courses and certifications.

 

If you are completely new to recruiting I recommend reading my book: Launch your recruiting career

 

Recommended Reading: 

Finding and resolving recruiting roadblocks

How to pivot from IT recruiting into a different recruiting industry?

Marvin Booker Interview

Jonathan Kidder
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1 Comment on “Steps to Succeed as an Independent Freelancing Recruiter

  1. I agree with Adam Kovasc that it is a great list. And his suggestion of finding a mentor could very well be one of the most important things to put at the top of the list. Having great software is such a small piece of this business; it’s the problem solving/people skills/savvy that are of paramount importance. As a recruiting veteran of over 30 years, I still learn so much from other recruiters!

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