As a recruiter, your value to a client can lie far beyond your ability to simply supply a candidate. Here are a few ways you can make yourself a must-have resource...

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Hi, this is Stephanie Maas.

What kind of things do you need to have in your pocket when you leave the house?

Your phone, your keys, wallet?

How about an MPC?

You wanna have a couple of MPCs always in your back pocket.

If you're having conversations in the marketplace, you need to have a couple of MPCs in your, in your back pocket.

So you don't share names, plus we all honor the code of conduct that we will not share a resume without our candidate's approval to do so.

We'll share a company organization need, and then get permission from that candidate before we share a resume.

That's our code of conduct.

We're not resume spammers.

But you can generically talk about, "Hey, I've got a couple of candidates who I'm speaking to who have this level of experience. Is, is that a type of profile that would be interesting for your organization to learn more about?" As you talk to those candidates, you can come up with your proprietary salary survey.

So track some details around compensation.

If your team's making placements, if you're hearing about people making moves, begin to craft that salary survey in somewhat of an informal manner.

And I think every leader wants to know, every candidate you speak to may wanna know, "Hey, am I being paid fairly?" So you can collect that data, and that's gonna be good market intel to share as you're making your business development calls.

And everybody is curious about what's happening in the market.

So certainly get permission to, on both the biz dev and the recruiting side, "Hey, would you like me to call you when I'm working on projects in your territory, in your market?" Get permission to give them a call in advance, and that's a great soft opening, even leaving it a voicemail.

And that's a nice soft opening.

You're not the recruiter who's pitching the perfect deal.

You're calling saying, "Hey, I promised I would let you know when I'm working on a project in your area." If you're a candidate approach, they wanna know what, who's hiring, where you can reveal that, or what's happening in the market.

If it's a client, they wanna know what their competitors are doing.

It's a great fuel for conversation about organizations that are hiring, "Hey, this is what I'm working on.

Who else are you hearing from?

What other searches are going on in the market?

Hey, who have you heard that just made a move?

Have you seen anybody on LinkedIn who just made a move?

Where'd they go?

Where'd they come from?" You know what opportunities lie on both of those, is you have on the backside a backfill opportunity. You also have a business development relationship to launch if you don't already have an ongoing relationship with that organization. Seeing somebody just left to be a lender at another bank, I'm gonna call where they left, introduce myself, and say, "Market chatter.

I'm a market master.

Just heard this move happened.

What are your plans to fill that need?

Is there succession planning?

Is there an opportunity there?" You get the idea.

It's just sharing that market intel, just collecting that.

And as you get your MPC list, I think there's a real opportunity with a hot list of generic skill sets commercial lender with 10 years of experience, credit officer with 15 years of experience.

I think you can do the same kind of thing with a bullet-pointed hot list, if you will, and either share that through a mail merge, posting it on LinkedIn, however you disseminate information across your market.