This presentation outlines the do's and don't's when it comes to selling and recruiting in a candidate-driven market. It also provides the foundation for understanding the current marketplace.

1. How to successfully Sell &
Recruit in a candidate driven
market
Steve Yakesh | Versique Search

2. Our Industry
• For every one really good recruiter, two are average and one really
bad.
• For the two average – typically not their fault

3. Agenda -
• Our Market
• What if…
• Zebra’s
• Leveraging the market when selling
• Recruiting Efficiencies – Strategies and Tactics

4. Leaving here today…
• A better understanding of today’s market conditions
• Recruiting and Selling Strategies to implement tomorrow
• Mid and Long term strategies to grow your career
• A few more people in your peer group

5. About the guy talking…
15 years in the Industry - McKinley Group & Versique
$8,300.00 – Inside sales Rep
$227,800.00 – CEO

6. Current State of our Industry
• Staffing Industry Analysts – 2019 Projections
• $132,000,000,000 spent in Temp Staffing
• $20,000,000,000 spent in Direct Hire
• 16,000 retiring every week for the next 10 years
• Linked-In – Twin Cities Market
• 1,487,754 candidates on Linked-in
• 5.3% are open to new opportunities
• Engineering – 6.78%
• IT – 10.7%
• Finance – 10.2%

7. Current Open jobs vs. Candidates
June ‘09 – 8.2%
Nov ‘19 – 3.1%
0.6 unemployed for
Every 1 open job

8. What are the challenges of this business?
• Unrealistic expectations | Purple Squirrel |Unicorn
• Bad communication by clients – position stalls out
• Unrealistic compensation
• Multiple firms competing
• Candidate ghosting
• Counter-offers

9. Just Imagine -
Awesome Candidates
Amazing Companies
with great Job Orders

10. What if…
• Every Recruiter only took on job orders if it was an exclusive
assignment?
• For every one really good recruiter, two are average and one really bad.
• Performance driven industry – eat what you kill
• So you are saying there is a chance
• Low Margin/Fees
• Reputation
• Every interaction with candidates/clients – Experience worthy of a
referral – Value Add

11. What is your Zebra?
• Efficiencies and Synergies
• R.O.T.

12. Zebra and PIG’s
1. What’s your Zebra?
2. It’s about SYNERGIES – “the interaction or
cooperation of two or more organizations,
substances, or other agents to produce a
combined effect greater than the sum of their
separate effects”
3. Impact Statement or Guarantee ~ What
What makes you different?
~ Great process, work hard, years of experience, blah blah
experience, blah blah blah
Measure your success (30 days, 6 months etc)
What does your PIG look like?
1. Position(s)
2. Industry/Target Account List
3. Geography

13. Selling in a Tight Labor Market
• Determine your ZEBRA and PIG
• Quantity/Quality Principle
• Quality job orders are key; however…
• Best way to increase quality is through quantity
• Don’t eat moldy bread
• Upgrade, Upgrade, Upgrade (C to B to A to A+)
• Expect more, demand more, get more

14. Selling in a Tight Labor Market
• Intro
“Hi Tony, Steve with SaaS Experts, I specialize in finding the top 20% of
Twin Cities. I was doing a search for another PE backed SaaS organization and
available and thought of you”
• Feature
“This rep has produced over $1.8M in reoccurring revenue the past 2 years”
• Achievement
“In fact, he has brought on 3 of their top 4 new accounts in 2018”
• Benefit
History tells me he is going make his next VP of Sales look pretty good”
• Close
“I am sure your annual goal isn’t going down next year, can we discuss how we
with you?”

15. Selling in a Tight Labor Market
• What makes a great job order?
• Gain Exclusivity
• A peak behind the recruiting curtain
• Commission based – spend time on searches that they feel the can win…
• Speed vs quality
• A recommendation would be to explore a different approach that guarantees you the very
best in the market.
• What’s the revenue difference between an average rep vs. president club sales rep? In
most companies, it’s hundreds of thousands of dollars.

16. Recruiting in a Tight Labor Market
• Determine your ZEBRA and PIG
• Quantity/Quality
• Quality candidates are key; however…
• Best way to increase quality is through quantity
• Don’t eat moldy bread
• Upgrade, Upgrade, Upgrade (C to B to A to A+)
• Expect more, demand more, get more

17. Recruiting in a Tight Labor Market• Intro
“Hi Tony, Steve with SaaS Experts, I specialize in finding the top 20% of SaaS
I was doing a search for another PE backed SaaS organization and came across your
• Feature
Candidates that I work with have seen a increase of….
• Achievement
“In fact, the last 12 SaaS sales reps I have....
• Benefit
History tells me money isn’t everything but…
• Close
“I am sure finding a better culture and making significantly more income is
interest in.

18. Focused, specialized or niched
• Your time is money…say no
• Make every experience worthy of a referral
• What is your zebra ? – find your impact or guarantee
• Find your zebra and empower yourself to expect more
• Win through service and trust

19. Feel free to connect:
• syakesh@versique.com
• www.linkedin.com/in/syakesh
• 952-767-1126