Recruiters can spot a growth market by watching for candidate shortages, rapid company expansion, and few competing recruiters. Map your target companies and their decision-makers, use candidate conversations to gather market intelligence, and build a prioritized list of 50 firms to work through systematically.
Chapters
Typical, like, triggers that it's a good market, like, it's candidate short, like, high growth, maybe it's, like, not actually that saturated in terms of, like, other recruiters doing it.
Yeah.
And I guess speaking to candidates, there are lots going on and there's lots of companies that were, like, growing really quickly, and the companies that are growing at that time were, like, quite small.
Okay.
So it wasn't, like, trying to break into, like, huge PSLs.
Yeah, yeah, yeah.
It might be a company that's, like, 5, 10, 15, 20 people that have got these really ambitious growth plans. So I kind of mapped out, like, who are all the players within the space, who are all the decision makers within the space.
And then when you say map out, like, just so we get a grand in here, because everyone says map out your market.
Yeah, yeah.
Like, when you say— because I'm sure you help the guys and girls with it now— so like, yeah, that process, is it as simple as going on LinkedIn, looking at the people, finding out who— like, is that literally what you did? And then you just really tried to gather all that knowledge. Yeah. And then sort of work away. Is that how you did that?
Like, kind of, but a lot of the really, really exciting businesses are like the not obvious ones. Okay, interesting. So like, if you look to them on LinkedIn, they might be like actually a handful of people, so you might not think they're that exciting. Right, right, right, right. So I think it's just the kind of general really good contract recruitment. Like when you speak to a candidate, you're doing like CV stripping.
Yeah, yeah.
You're asking them like obviously what else have they got going on? Who are they speaking to? And just being like really granular, trying to use your candidates to get as much like kind of market information as possible. And then maybe when you're speaking to your clients, asking them like who's your competitors within this space? And within the consultancy world, consultancies will partner with other consultancies on bids. Right. So it might be that we're doing loads of recruitment for one consultancy in the data space, but they might outsource all their tech development stuff to another consultancy. Right, okay. So building relationships with the kind of like directors of these consultancies, they can say, actually, this company's doing similar stuff to us, you go and speak to them.
Yeah, yeah.
And basically just like systematically did that again and again and again and again, and there's probably got like a list of like 50.
Yeah.
And then we've just kind of worked through that list of 50. Worked through that list.
Yeah. The Recruitment Mentors Podcast is proudly sponsored by Vincere, who are weaponizing recruiters through tech, and the award-winning Sourcebreaker, who are transforming the way recruiters work.
