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Progressive Pricing For Recruitment Services

Recruitment agencies price the same without giving it a second thought.

This is why many agencies are losing their edge.

When the pricing is the same, why would you deliver exceptional quality?

This is the start of the problem. You become sucked into mediocrity. You become average and average doesn’t differentiate.

Whenever I do a pitching for business, I never focus on the pricing. At some point, the client will ask. It’s inevitable.

I use the time to share about the value I bring to their team.

And I ask them for that value, what would they be willing to pay?

Similarly, companies led by HR can be very fixated in their mindset. They will just quote me numbers that are pre-installed in their minds.

Typical conversation ensues…

Can you do 18% or less?

We work with another agency and they are offering their service for 15%.

Then, why aren’t you sticking with them instead of having more 15% agencies crowding around?

Do you really want to be bombarded by more similar agencies?

Now, if you don’t mind, I assume you want different results from what you have been experiencing so far?

If you will, let me know what end results are you seeking for? What’s your desired future state like when you onboard a new agency like mine?

Let them think it through and if they are still adamant about the 15-18%, that’s where they put their core value on. (i.e. highly price sensitive)

In which case, this will not be the client you want to focus on.

If you have been doing this for your recruitment agency for the longest time and you are feeling deflated, that’s kind of obvious.

Let me share a new idea.

Instead of worrying about pricing, invest efforts on designing a recruitment package that 10x the value your competitors provide.

This is what I do and I can tell you it works extremely well.

My commitment is speed and fit.

Speed - within 7 days, I provide the first benchmark candidate for the role. As my client, you won’t have to chase me. I will get back to you within 7 work days.

Which client doesn’t want that?

Fit - it’s not sufficient to be fast, you got to be accurate as well. Accuracy is not just finding the talent with right skills, but also the right cultural and mindset fit.

Can the new talent fit into the existing team? Or will they rock the boat overly?

If you take care of these two criteria, you will emerge top-of-mind as my go-to recruiter.

Throw in additional value add-ons and you will make yourself almost impossible to resist.

Add-ons:

• Outplacement for existing employees

• Corporate coaching for branding (i.e. raising the social branding of the company)

• Workshops that align with employee well being

The list goes on.

Essentially, when you get behind the wheels of the HR or hiring manager who is looking for a new talent, you will be able to anticipate their needs and meet them even before they verbalize it.

No company hires for the sake of just plugging a gap.

That’s just standard requirement.

When companies hire, they are seeking for transformative progression for the business and when you support them to find such talents, not only do they value your work, they stop “arguing” with you that the candidates are “expensive”.

The wrong hire is expensive.

Price progressively, because you are providing transformative value and not just a commoditized service.

p.s. Are you excited by the possibility of progressive pricing that does not limit you to that dreaded red ocean? DM for 1:1 coaching or workshop so that I can guide you how to achieve that.

p.p.s. A warm welcome to everyone who subscribed The Solo Recruiter since last week! We’re growing! You are now a part of this community that supports one another to achieve greater results in recruitment business. 🎉 If you like the content, reshare this resource to your network. 🙏

Let’s connect on LinkedIn and Telegram (The Solo Recruiter Community) where I share tips and Live Stream for recruitment business.

​About this newsletter: You are receiving this email because you subscribed to my weekly TSR (The Solo Recruiter) newsletter. Every week, you learn the strategies that successful recruiters use to grow their businesses. So you can also do the same and launch your business.