October 23, 2023

The Hirewell Hot Corner: Getting Over the Goal Line, Business Development Perspective


Episode Highlights

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Welcome back to the Hirewell Hot Corner where sports and recruitment meet. Welcome to part two of our in person HHC extravaganza here in Chicago. I am your host, Dan Spittel, joined as always by my Ironman co host, Louie Morici. Louie, great to see you again. Yeah, it’s been a long two minutes since we recorded the part one.

Absolutely. In part one, for those of you who may not have seen it, we discussed getting over the goal line. The Eagles tush push strategy and how effective they are getting short down, first down and touchdown situations, and how that might look for getting candidates over the goal line for an interview, for an offer with a client, both from the candidate standpoint and the employer standpoint.

Here in part two, we want to cover the same focus, but we want to look at from a different side of our business here at Hirewell. So, we want to look at getting over the goal line from a business development standpoint. Part of what we do on top of just recruiting for the clients we have is working on bringing in new clients to work for on a long term basis as a talent partner, so we felt that it was very appropriate.

And take advantage of being here in person together, to talk about what it looks like getting over the goal line with potential clients who then become clients for us, in Hirewell. Yeah, no, it’s a great topic to kind of have a two parter because there is a lot of, to cover.

So talking about business development from the get-go, it’s bringing in new clients. Utilizing your internal network, maybe doing some cold outreach, grooming LinkedIn to see who’s hiring and using that as a tool to potentially reach out. Once you bring them to the table, how do you close them? And bring them on as clients?

And I think one of the biggest parts of that is creating value. Why work with us? So I think we dive into some of the best practices on how to create that value and have it cater to what our clients are looking for. And a lot of that, creating the value and showing off the value is overcoming obstacles, roadblocks, things that might have happened for them in the past before we even met any of these people as to why they might not be interested in working with a recruitment agency.

So Louie and I, both have experience bringing in new clients. Louie has done a lot more on the sales side than I have, so he is a seasoned vet, an iron man, if you will, in this sort of thing. But, let’s talk about common hesitations that companies have. We talked to potential clients, companies, on daily, weekly basis.

We have open and honest conversations about what they might be looking for, in terms of hiring, how we might be able to help them. But, let’s talk about some of those roadblocks. I would say the most common one I’ve seen, is the money side of it. Yeah. And not to say that working with a recruiter is cheap.

It’s not. You’re paying someone to take a big chunk of time and effort off your plate. Now, it’s with expertise, so I specifically work in the sales side. So, you’re getting my experience, my, like my understanding of sales and not just someone in general. So like that’s part of the reason the money comes in, but it’s roughly, we face about 20% of the first year base salary is what the fees are to work with the recruiting firm for the most part.

So I understand that there’s an expense that comes with it, but again, from our side, it’s about creating value to show you that money is worth it. And we typically have what are called engagement fees and success fees. Engagement fee is that initial down payment, if you will, to start a new search with a new client for a role they’re looking for.

What that is, is most of the time, it is a down payment. It’s a credit towards our success fee at the end. And it’s just to make sure that, there’s some skin in the game. This is our livelihood. This is the work we do. We’re going to put our full effort and we want to make sure that you’re as invested in this recruitment process is we are.

And so that small upfront down payment tends to help a lot in doing. Yeah. And to touch on something we were at with, in part one, it’s having that buy in from the client and investing time in this process. We’re going to do the legwork. We’re going to do the sourcing, initial screening, even coordinated interviews, all of that stuff.

So when it comes to your end of it, it’s showing up, giving us availability, giving us feedback. And again, it should be a smooth process, but, it comes down to, how much does it cost you? And how you kind of value that. I’m glad you touched on the process side, because that’s another big hurdle. Typically we see with our clients is they’ve probably had a previous poor experience with a staffing firm with another agency.

We’re not in the business of naming names, but we know it, I know, in plenty of conversations, they’ve had poor experiences where they worked with an agency where they had a number of different people working with them.

They didn’t know who their contact was. They weren’t seeing anybody face to face. And it was just inconsistent. So, what do we do that’s different? I think, pointing to the fact that we are specialists in what we do, it’s not like you’re going to get someone who does only marketing working on a technology role, or someone who works in HR handling a sales role. Like, we bring that expertise to the table.

We do weekly check ins with our clients, and we want to learn from you. You are the experts on your role, on your company, and we want to be an extension of that. We want to represent your company in the best way possible, being knowledgeable. And we show that by buying in, having our intake calls, diving real far into these roles.

So we are fully comfortable explaining it. So you don’t have to do that as much on your end. You are only seeing qualified candidates. The one thing I like to highlight for any prospective clients I speak with is, while there might be over 100 recruiters at our disposal, you have one dedicated account manager. One dedicated relationship, that, that’s your go to person.

If I’m your go to person, now for my local clients in Cincinnati, if they have a problem where they want to meet, I’ll go meet with them in person. That’s what I prefer to do, you in Chicago, but we also work virtually all throughout the country. And so being available for phone, email, video chat, we are the face of the organization for them.

We’re the consistent go to person. It doesn’t mean we don’t have an army of experts behind us at all levels, to help us fulfill the roles that they need help with. Yeah, there’s just that personal touch that I think we provide. We generally want to be partners with folks like, we rely on them, they rely on us, and we want everything to work smoothly.

Our goals are not designed just for us to be, financially, in a good spot. They’re to make your life easier, by hiring great folks that you see with yourself for the long term. And that is the goal in mind. We want to get great folks jobs. We want to help our clients.

And yeah, there’s a benefit to us, but we’re playing matchmaker here, but we’re doing it with the hopes that it’s not just a quick solution and then you’re going to be hiring that role again in three months. We want to make sure that these are the right people for the right job. We’re not exactly a churn and burn type of organization.

We’re really looking to be a long term talent partner for our clients. We’re all about the relationship. If we burn you on one bad role, one bad candidate, that’s on us. You’re not going to want to come back and work with us again. Why go for the one, when we can go for the all. Yeah, exactly. I mean, we want, the first thing when you feel you need outsourced help for hiring, we want Hirewell, to be that person.

We want to leave you with a great experience, not only for you, but for the candidates that hopefully we’ve placed with you. We want them to be our biggest advocates and we take that to heart every single day and every time we have a conversation. Glad you mentioned the word, outsource. I think the other biggest obstacle we see on a common basis, is the “stigma” of outside recruitment help. Especially companies that have their own internal recruitment team.

We are not putting internal recruiters out of jobs. If anything, we actually hire internal recruiters for companies. What do we do to combat that concept? Yeah, I mean, the outsource help, ultimately, ideally, you’d probably want to do it inside, but it takes a lot of time, a lot of dedication.

So trusting a partner, a long term talent partner like Hirewell, it’s always a go to. We’ve been able to help companies in various stages with various projects and there’s not much we haven’t seen. So, it’s really a one stop shop for all of your hiring needs. The biggest thing is we aim to be a complement to your existing structure, not a substitute. Whether it be very niche senior level roles, that your team doesn’t have enough bandwidth for because they’ve got another-

a number of things on their plate, we come in and help with those. Whether it be that you don’t have an internal recruiter system or you have an internal team, but you have a spike in your needs, then again, they don’t have the time for it.

We have an on demand solution, that we come in for a short period of time and help ease into that. So that you have the amount of volume need from a recruiting standpoint without having to pay a full time salary benefits, looking long term on that end. You mentioned tailoring, what can we offer our clients, Louie?

A customized recruiting solution. Whether it is bringing on a full time recruiter solely dedicated to your company and basically acts as a recruiter for you. We can do that. If you’re looking more on the contingent side, where, you’re looking for a very specialized role that maybe your internal team hasn’t tackled and you want to kind of reach for a specialist, we can do that.

We do, long engagement, short engagements. And when it comes to the fees, like, we can be creative if you’re up front and committing to it. Ideally our clients want to work with us. They want to hire. And we do everything in our power to provide you options. So you don’t have to do all the grunt work of sourcing and all that.

So you’re going to get a partner that carries the mail, it’s a hockey term that I like to use. Someone that carries the puck, the other people just look good around them. So we will do that for you. There you go. Flexible, tailored solutions. We aim to be a one stop talent shop. You mentioned sourcing, you mentioned recruiting.

We also look at it from a consultative advisory approach. You need help with your recruitment process to begin with. If you’re a smaller company looking to grow exponentially and you don’t know where to start, we do that too. Whether it be from creating interview guides, training your hiring managers, helping you strategize what the best fits for your company are, and in the short term and long term, we do it all.

When we say we’re a talent partner, we’re looking for a relationship, long-term here, we really do mean by that. Yeah. As cliche as it sounds, we hire well, and we can teach you how to do the same. Absolutely. We do provide a consistent support, as I know we mentioned. That’s the dedicated account manager, the same face, face to a name. Same person you’re consistently communicating with.

I know, I feel like I’m a broken record talking about communication is key and all these different things, but it really is. It really, I mean, communication goes so far in business, in general, specifically to recruiting. Giving timely feedback, talking to us about what you’re seeing and what you don’t like, and some candidates that we’ve sent. All of it helps us do our job better, on your behalf, and saves everyone time in the long run.

So, communication is key. And going having that back and forth that open dialogue. Especially around the goal line. It’s crucial. All right, Louie, two minute drill, take us home. In part one, we said, what’s your best tush push strategy for the candidate offer side? What’s your best fourth and short strategy, getting it over to a new client?

I think it’s kind of what I said at the start, it’s a value based sell. When you’re trying to bring on a new client, find their pain points. Understand what keeps them up at night, when it comes to recruiting, obviously. And fill that hole. If they’re struggling to find quantity and candidates because they don’t have bandwidth, we can do that and talk to that.

So, value. Create it, show it, and ultimately close on it. For me, it’s all about the relationships. From the get-go, when we meet with potential clients, we always say, well, we’re looking to see if this makes sense for you, it makes sense for us. It’s a partnership. If it doesn’t, we’re not going to try and force anything.

But if we feel that it does, maybe not now, maybe immediately, but maybe down the road as well, we set ourselves up to do so. And providing that, hopefully level of trust and build that relationship. Really, a strong partnership is what’s going to get us over the goal line. A thousand percent. I mean, ultimately, there’s so many conversations we have where folks maybe aren’t needing of our services now and that’s okay.

We don’t want to force the hand of anyone. We want to work with folks who genuinely need our help and understand what we can provide them. And we just want to work with you, quite frankly. Couldn’t have said it better myself. Well, thank you all so much for tuning in to the first Hirewell Hot Corner two part episode, as well as our first fully in person Hirewell Hot Corner. Follow us along for our next episode in a few weeks. And as always, stay classy, LinkedIn.



In Part 2 of the “Getting Over the Goal Line” segment, Dan and Louie discuss closing from the business development perspective.  The guys again reference the Eagles’ simple yet effective short-yardage play the “Brotherly Shove”. For those living under a rock, Philly is known as “the city of Brotherly Love” so this is a play on that. Dan and Louie talk about how to engage with potential clients, create value, and ultimately earn the business.  Dive into Part 2 to learn just how to close new business.

Episode Transcript

Welcome back to the Hirewell Hot Corner, where sports and recruitment meet. I am your host, Dan Spittel, joined for the first time live and in person with my Ironman co host, Louie Morici. Louie, great to see you in person. It’s definitely fun. I think this is 26th or 27th episode. First one we’re doing in person.

Been able to hang out quite a bit. We’re doing an all company meeting, in house here in Chicago. So it’s fun getting to see my guy, Dan, in the flesh and record our first show together in person. Yeah. A full year in the making for the Hirewell Hot Corner. First time in Chicago, in a while, had to take full advantage of the opportunity.

But let’s jump right in. Louie, what’s going on in your world and the world of sports today? Well, as a Chicago sports fan, it’s been pretty dismal, bears have an awful loss after going up big against the Broncos. There’s just internal turmoil over Justin Fields and our coaching staff. But ultimately we’re seeing entertaining football, throughout the league.

Yeah, it’s fun to be a fan. It’s not that entertaining, if you’re a fan of the Steelers offense. Matt Canada has no idea what he’s doing. The fact that he still has a job is quite frankly disgraceful. I’m hoping he doesn’t squander the career of Kenny Pickett and maybe we’ll figure it out at some point this season.

But, other than that, we’ve had some predictable records through four weeks of the NFL season. We’ve got the Eagles, doing their thing. We’ve got the Bills who’ve come back to life after a quick drop off, but they’re doing well again. A little bit of unpredictability as well.

Some wild action. The Dolphins dropping 70 points on what we thought was a good Broncos defense. A little bit of everything. Yeah. Yeah. I mean, we’re seeing some teams, Packers doing a little bit better than people thought. Jordan Love finding his way and then ultimately coming back down to earth pretty bad with a 7 QB rating last week.

But yeah, we’re seeing the Eagles got taken to overtime with Washington Commanders this past week, but squeaked out a win. So we’re seeing some parity, there is obviously the heavy hitters, the Eagles, Chiefs squeaked out a win as well. But it’s been a great season so far, unless you’re a fan of the Steelers or the Bears. Alright well, we’ll jump off that one.

But as far as, there’s some wildness in the season so far, but there’s also a lot of effective predictability. You mentioned Eagles, let’s talk about that strategy the Eagles are employing that people can’t seem to stop and not more people are doing. Yeah, it’s a play for those who aren’t familiar, it’s really in a very short yard, fourth down, third down, where they just need a yard.

Basically, they line up two or three guys behind the quarterback, they hike the ball to the quarterback and they basically just push him over the line of scrimmage or past the first down or into the end zone wherever they’re doing it from. It’s as simple as you could think. People can’t stop it. Other teams, we just watched the Giants try to pull it off themselves.

Two of their players ended up hurt. So it’s a great play, but ultimately, it’s as easy as it seems, but it’s not effective apparently for everyone but the Eagles. Simple yet wildly efficient for them. I believe they’re among the highest teams converting on those short down situations this year, going back to their efforts last year.

And, part of the reason propelled them through the playoffs and Super Bowl. Louie, how do we translate the tush push 3rd and down, 3rd and one 4th, and one 4th and goal to three. I think it’s really just about getting candidates, getting clients, over the goal line. You’ve had a candidate interview or interviews with the client.

They’re at the offer stage. How do we ensure that you lock them in for our client, for us, for them, and get the result that we want. Get the first down. Get the touchdown. Absolutely. And this is going to be another Hirewell Hot Corner first, it’s going to be a two parter. Exciting times over here at the Hot Corner.

This episode is going to focus on the candidate side, the offer stages, interviewing, getting them over the goal line, if you will. In part two of this episode, we’ll come more on the client side, looking at the business development, the sales end. So let’s look at it from a candidate’s perspective, talking through the interview process.

What are some areas where someone might fall short of the goal line throughout the interview to an offer stage? If from interview, final interview to offer, where could the fall off be? They could get other offers. They could have a change of heart, but ultimately as a recruiter, one thing I stress is confirm. Close after every round.

Check in, “Hey, how did the 1st interview go?” “Oh, it was great for this, that, and the other thing.” Great. If they were to make an offer, how do you feel about it? Is this something you can still see yourself doing? And just kind of get them answering those questions. So, at the very end, if they do end up getting offered, you’re not blindsided, you’re kind of confirming along the way.

Maintaining consistent communication throughout the whole process keeps you from getting blindsided, keeps the candidate informed, typically gives you better opportunity to provide feedback to the client while we’re doing it. We hear a lot about common reasons why a candidate might not, might fall off before they get to the goal, and why a client might not see the results.

One that I’ve seen a lot, and I know we’ve talked about before is the interview process is just too long. And the problem with that is they’re not moving quickly enough. There’s too many steps. They’re not being confident. The clients, in terms of making a decision on what might be a really strong candidate. And what happens is, the fallout is, people who are actively searching for jobs, people who need work, aren’t going to wait around for you, forever.

No. And we’re seeing that happen. The longer the interview process, the more likely, even if you like the candidate, they’re going to have another offer on the table. And believe me, in a world where job security is hard to come by, they’re going to take the sure thing, the offer that’s on the table.

And be much less willing to roll the dice on maybe a job they do want more and they’re not going to pass up a job offer just because there might be a better one. They want that security. They want that lock in. So the longer it takes, you’re running the risk of losing some great candidates.

As much as you might be their top choice company, dream job, can’t wait around forever, got to pay the bills, got to take care of the family, whatever that looks like. Another one that we hear a lot from the client side is the cliche of, we really like the candidate you offered. But we’d love to see more. More candidates. Can we see three to five more people before we make a decision? As a recruiter, that’s a tough one to hear, especially when you feel very strongly about someone that you have presented, and it seems that they are pretty set that

that person is a good fit. That is, I think the worst thing you can do is always looking for the greener pasture and the grass is greener on the other side. If you interview someone that you like that, you think you’ll do the job. Don’t wait around. I know that there is patience. There’s all this, doing due diligence. Now, if we’ve presented one candidate overall, and it happens to be one that you really like, okay, maybe wanting to see more. But if we’re on candidate 678, and you finally found someone that you vetted through the process.

Do not wait around. I don’t know this, if it’s accurate, but I’d say 90-95% of the time you’re going to lose that candidate. Really agree with you on the whole, grass isn’t always greener concept. You find someone you like, be confident. This might be the right fit for them, might be the right fit for you.

You’re taking a chance, taking a major risk by waiting, pushing them down the line, kind of kicking the can, hoping to find someone potentially better. You might have a 9 out of 10 on the top of your hands, and you might lose them out looking for that 10 out of 10. Yeah, and then you have to settle for a 7 or an 8 out of 10, or someone who checks 7 out of 10 boxes instead of 9.

So, be confident, do your research, ask the questions that you feel need to be answered in order to feel confident in a candidate. But don’t second guess yourself. Don’t wait around. Don’t sit on your hands because believe me, candidates, they’re moving quick. Other companies are seeking talent.

And you’re competing with other companies for talent, so don’t make the experience a negative one. Another common reason we see where the clients and the candidates just don’t make it over the goal line is not prioritizing recruitment.

And this is a very common issue. One that I know we’ve talked about on a previous episode. And honestly, a lot of the reason why we’re here in the first place is, not everyone can prioritize recruitment. And we get it. It’s a very big part of your job. And you have a full time job that doesn’t include hiring people. It’s funny you should say that, a colleague of ours here at Hirewell, is named Phil Muldoon.

He told me recruiting is 100 percent of our job and a very small percentage of our client’s job. So ultimately, that’s probably why we were brought in,

in the first place. But if you are recruiting, using a recruiting firm like a Hirewell, you owe it to yourself to buy in. And spend maybe that extra time.

Now, we’re not asking you to do anything that you haven’t done before. I mean, I’m sure these folks that we’re working with have been interview processes and are in charge of recruiting and meeting with people, but we’re bringing the right candidates to the table. We want to get this filled as quickly as you do with the right person.

Make it easier. Respond to an email. Don’t make us chase you. Like you’d be surprised folks that pay us money to work on their behalf, don’t buy in. It’s kind of confusing in a way, but at the same time, if you prioritize it,

it can be handled in a timely manner. It doesn’t have to be a three month process. We are doing our job effectively, if a lot of our job comes off your plate, but that doesn’t mean you can just go fully hands off, put it on the back burner. We do need input from our clients, hiring managers. You are the ones interviewing. Ultimately, you’re the ones hiring this person, have to work with them.

Consistent communication, I know I’ve said that probably about a million times on the show throughout the last year or so, but, you prioritize recruitment, we’ll prioritize recruitment. Be successful overall. And then I guess the other one, the main one, from a client offer standpoint now is, maybe it’s a rough offer.

We’ve talked compensation with candidates from the beginning. We have an idea of what they’re looking for. Probably the biggest thorn in our side sometimes is they do want to make an offer to this wonderful candidate, but…

They lowball. Like it’s, you know, when we do an intake with a client, we are asking them, what is the compensation range for this?

Where’s the flexible? What’s the range? And we provide candidates that meet that range. We send them at, all right, this person wants 75 and the range is 70 to 90, whatever the case is, and then we get to the offer stage and they come at with 65 and are expecting these folks to show that they can sell and ask for more.

It’s like, no, that’s what you have an interview process for and to know if they can do this. Now, at the offer stage, again, people are going to be entertaining a lot of offers. Go at them with a number that shows that you want them, that you value them, not something that they still have to beg for their supper sort of thing.

You already touched on it. We’re closing with the candidate all throughout the process. We know what they’re looking for. We know what it will take for them. And we try to do our best to construe that to the client on their behalf throughout this process. Try to make it as seamless as possible. Again, it comes back to the communication, but also comes to a level of the relationship, the trust that we know what they’re looking for. We’re not trying to screw over anybody in the situation. If the candidate wins, we win. If the client wins, we win. It’s all about being on that same level.

Yeah, and we thrive on being communicative with clients from the minute they see a profile for a candidate, knowing what they’re going to be expecting at that stage and to come in under that when, you know, it sours the relationship right off the bat.

Like, a candidate looks at it like, I guess you don’t value me at the rate that I value me. And even if they do end up signing, there’s always going to be that you know, they kind of lowballed me, but I needed the job. You know what I’m saying? So it’s-

Comes from a position of power. I think the Spider-Man saying is, with great power comes great responsibility and all that. So don’t abuse it. I mean, if a candidate is expecting X and you offer Y, which is lower than what they’re expecting, it goes sour more than it’s going to go right.

Louie, two minute drill, take us home. What is your one tush push play on the candidate side, most important thing to get them over the goal line? I’d say, voice that you want a job if you’re interviewing somewhere and the final interview and

be like, I want this job. Coming from sales that shows a vote of confidence and it takes the guessing out of it. If you tell a hiring manager, I want to work for you and I want this job. They’re going to take that and be like, this person knows what they want.

They’re direct. And it’s a closing tactic that I’ve learned in my sales career. And it goes a long way. My tush push from the client side, the hiring manager side is, be timely, be transparent. Maintain that level of communication with the candidates, with us, throughout the process. It will drastically improve the speed in which you hire people and the effectiveness of which you are at getting these hires across the goal line. A thousand percent. Thank you once again for tuning into the Hirewell Hot Corner. Please do join us again, for our next installment, in the next few weeks. And as always, stay classy LinkedIn.



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