To build a contract recruitment desk, start by identifying top candidates and the companies they work for, then map your target companies and their hiring managers. Divide your market by specialization—like Workday's nine HR modules—so you can instantly match pre-vetted candidates to new roles without extra sourcing.
A lot of these people will likely be going on that journey of like building a patch or building a desk or building expertise, you get what I mean. What are the fundamentals of getting that right and doing it well and being successful, do you think?
The fundamentals, if you're starting out, say building a new patch, is you've got to get to know the best candidates within it. So the first thing you've got to do is get to know all the top candidates in, in the market. So by doing that, you're not going to get to know the companies that people are working for, so you can strip their CV. So say you get to approach it from day one, you're gonna— you want to find out who the companies are that you can actually recruit for. If you go on to a put it in your Spaces CV, strip that so you get the 1, 2, 3, 4, 5 companies off it. You know those companies hire what you're about to recruit for. Before you know it, you've done 10 CVs, you've got 50 companies, right? So they can now become your target companies. You can speak to these candidates, find out who the hiring managers are in each of those companies that they've worked at. There you go. Now you've got 50 hiring managers that hire, say, contractors in your area. And by getting— keep going and speaking to candidates, identifying who the best ones are, My advice would be to get the best ones in each area. Like my market now, Workday, is split up into different areas. Like the HR side is based upon 9 modules. So we would know the top people that recruit, that specialize in each module. So as soon as a position comes up, you can be very reactive and just go bang, here's a CV. So yeah, you need to know who the best people are so that as soon as a position comes live, you haven't even got to source for it. You've just got them there, hand it straight over, move on to the next one. So you're setting up a patch. You've got to know the best candidates are, and you've got to know who your clients are, and you've got to know what projects are going on within your space pretty quickly. So if you can get on to find out what projects are going on, you can get in on one of those, you're going to get a lot of contractors in there.
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