Twenty years ago our reputation was enough to stand out in a networking world based on word-of-mouth. Today, whilst this still matters, we all have a digital profile accessible by anyone who cares to use Google. [Safe to assume everyone you meet WILL google you]
6Prog profiles are used for Project Managers to choose a Network-Recruiter. In this case your audience is a time-poor customer in need of expert advice. You won’t get two chances!
What should you put in your profile?
- history of success
- markets you know about
- where you have deep subject matter knowledge
- how many people you have real contact and hold relationships
- what service you can offer (NLP interviewing?)
- who you are (do you have integrity?) Will your old clients act as referees?
Traditionally when we are starting a new programme and in need of resources we can turn to the internal recruitment desk or the open market.
- Internal recruitment desks have a tough challenge. They have to maintain quality of service whilst meeting a price level. As such they tend to be staffed by generalist recruiters. Can a team of ten support your whole organisation? Can they get you a shortlist of profiles quickly? I doubt it. Their networks are perhaps significant but spread thinly across multiple departments and therefore multiple disciplines.
- The open market is also a challenge. Procurement teams are unlikely to permit a new supplier on site at short notice and margins will be high.
6prog bridges the benefits of these models. It has access to 1000s of recruiters and a different one can be chosen for each freelancer you need to hire. Choosing a specialist is quick and simple and therefore the candidates you will be presented with will be of high quality. It’s inexpensive too so any procurement team will be glad to use its services to onboard your next team of freelancers.
Written by Andy Barnes, Founder www.6prog.com