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Here are some FAQ’s and the answers: Q. If these professionals are in high demand, why do they need a recruiter to help them find a job or career advancement? A. They don’t and have already plastered their resume all over the internet and job boards. Why should an employer pay you for someone already in their database? There are many instances where you’ll find a candidate, get all of their information, interview them, and submit them to a client only to find out that their name “doesn’t clear”, meaning the client already knows about them. One of the “experienced” recruiters even has a sign in their office which reads “TAL” standing for “They All Lie”. Q. What kind of failure rate does the recruiting industry have and specifically how does paying $30-50,000 to this company improve your odds? A. Always be extremely wary when a company asking you for $30,000 can’t give you verifiable statistics. They will blow a cloud of smoke to circumvent answering the question because they know if they told you the truth you’d turn and run. My personal observation and unscientific calculation is that you have a less than 1 in 10 chance of being in business after two years, or a greater than 90% chance of failure. This is also validated by the fact that they state that ~100 Health Career Agents Members converted to Career Agents Network when they transferred the assets. What they haven’t told you is that a number of these felt they were “strong-armed” into signing the agreement and according to my calculations there were 1,036 members as of last July (2009). If it is such a great deal why did less than 10% follow to the “New” company? Simple, they were probably no longer in business. Q. How much can you realistically make as a recruiter? A. There is frequently a nebulous reference to “recent survey” in the Fordyce Letter, which says the “average” revenue level of a healthcare recruiter is above $200,000. The most recent survey results I could find are more than half a decade old and have been taken out of context. In fact, the publisher stated that for 2006 they were suspending the survey until such time as they could find greater methods of determining accuracy. That implies the results were either flawed or inaccurate in previous surveys. The first disclaimer for the old reports is that they don’t count anyone with under 1 year of experience since the failure rate among that group is “excessively high”. The vast majority of people entering the healthcare recruiting industry make somewhere between zero and a pittance and leave recruiting in financial hardship. Q. Can you learn the business of recruiting on your own? A. Yes, and $30,000 gives you a lot better cushion to live off while you’re trying. Q. Can recruiting be done “part-time”? A. No, I have not met one individual that was in the business after 1 year that started out part-time. Even a full-time schedule of 80-90 hours per week results in a less than 1 in 10 chance of being meagerly successful, so what is the likelihood that less than full-time will yield results? Q. Isn’t the agent approach like finding a needle in a haystack? A. Yes, and that is why it is better to rely on numerous people searching for your needle if you have the job order. It’s even better if you can collect $30,000 from the people looking for that needle. |