Factoring Jobs ABL Recruiter, Commercial Finance Consultants

Employers - Why Hire CFC?

We are dedicated professionals in the Asset Based Lending and Factoring industry. As a recruiting firm
we serve no other industry, hence our name Commercial Finance Consultants

We know Asset Based Lending and Factoring. We talk to hundreds of professionals such as yourself every
week in your industry and have a unique overview which is unparallel because of these many "one on one"
conversations with various levels of management of different institutions. We bring all of that
knowledge to bear for our clients.

We have a database of Asset Based Lending and Factoring institutions and people in our industry that is
unmatched. People and information are vital to our livelihood and success.

We are excellent at the processes of recruiting. With the many years of recruiting and the past successes
and yes, even failures, we have honed the process done to a fine science and you are the recipient
of that level of experience.

Asset Based Lending and Factoring are our only niches; therefore our reputation is paramount in all of our
dealings with our clients.

We have excellent references. See what our Clients and Candidates have to say about our performance
and standards.

Even so, some companies ask us why should we use a recruiter. Some of you may have asked yourselves the same questions or had the same thoughts as you have identified staffing needs within your companies. Here are a few of the common concerns and questions which arise when a company considers using CFC.

"I CAN SAVE MONEY FINDING PEOPLE ON MY OWN."

Research done in a variety of industries show that, on average, it takes somewhere between 23 and 30 man hours on the part of the person handling the hiring process before any candidate is seen. This includes:

Approximately 5 minutes each to initially read over each resume received to screen out all those who are
not a fit. (Depending on the economy, most ads draw from 300-500 responses - at 5 minutes each this takes
from 6-12 hours of your time. (If you do this straight without interruption). Can you imagine sifting through 20
resumes to find the golden nuggets, much less 500? Not the best way to spend a day or week.

Approximately 10 minutes each to reread and digest the one-in-twenty that, at first reading, looks like
they may fit. (This means rereading from 10-30 resumes - at an average of 10 minutes each - which takes
from one and three-quarters to four hours of your valuable time.)

Assuming that half of these resumes which deserved a second look still appear worth pursuing, you will
need to talk to from 5-10 people on the phone to take our search to the next step. Each person will require
from 30-40 minutes of your time to speak with and telephone interview. (This means you will spend from one
hour and forty minutes to five hours and twenty minutes talking with them on the phone - not including the time
you will waste playing telephone tag and trying to catch up with them at the numbers given on their resumes.)

When you have talked to them (best case scenario) you might narrow down the list to half (or less) which
means 3-5 "finalists." Before you bring them in to meet you, you will want to check them out -- this means
checking references. (Approximately 15 minutes per reference and three references per candidate - or two
and a quarter hours to three and three quarter hours on the phone with references, not including the time
spent trying to reach references who are busy and out of their offices when you call.)

Now you are ready to interview the 2-4 best of your ad results, so you need to bring them in without the advantage of knowing what motivates them, how to attract them should you wish to, what it will take to hire them, etc. You will spend more money to interview them, then more of your time with no guarantee that you can land any of them.

Consider the value in dollars of the time of the individuals involved in the process listed above. With most executives, it is not just their salary, but also the cost to the company of having an important part of their management team tied up on a non-management function when their time could be profitably spent making money for the company.

Most new hires done by the company executive cost from $5,000-$15,000 in actual dollar per hour spent, cost of ads, etc. Then you have to add the hard-to-define loss of productivity of the executive during the time he/she is screening resumes, checking references, interviewing potential candidates, etc. The actual cost is usually much, much higher.

Most importantly, (this is a major point ) you have still only contacted the people who read the ad or may have heard through the grapevine that you might be looking for new people. You still have not contacted the referral base of top talent that needs to hear about the opportunity on a one to one basis, to be convinced to seriously consider the opportunity.

"I ALWAYS HAVE LOTS OF RECRUITERS CALLING ME TRYING TO SELL ME SOMEONE AND FAXING ME RESUMES, SO WHY DO I NEED TO HIRE ANYONE TO SEARCH FOR ME?

Yes, there are some other people calling themselves ABL or Factoring recruiters who will send you resumes. Some are good at recruiting. Most run ads and mail out dozens of resumes. You still have to sort through the chaff in order to find the wheat. Do you really have time to do the job of the professional executive recruiter? Your time is too valuable to have to do more than interview the top 2-3 finalists for your position, make a choice based on the information our professional team has gleaned for you and, with our team effort and assistance, land the chosen person. Besides, we would probably not be successful in your position and while it might look easy, recruiting is as much art as science. Let us do what we do best and you can concentrate on accomplishing the goals of your company. NO ONE KNOWS THE ASSET BASED LENDING OR FACTORING INDUSTRY LIKE WE DO.

"I GET LOTS OF UNSOLICITED RESUMES ALL THE TIME."

Unsolicited resumes are usually from the unemployed or about-to-be unemployed. Most businesses do not layoff or fire their best people. Therefore, the best people are not sending out resumes. Even in a down economy, when some businesses are closing, the best people are not on the market long enough for you to land them unless you act very quickly. The best people have to be enticed and "sold" on your story. This is what we do best "Selling Your Story."

"WHEN I RUN ADS FOR PEOPLE, I NOT ONLY GET RESUMES, BUT I GET MY COMPANY's NAME OUT IN THE INDUSTRY AND THE PERCEPTION WILL BE THAT WE ARE ACTIVE AND GROWING."

Yes, your name goes out in the industry want ads and the internet job boards. But who reads those? The unemployed or about-to-be unemployed -- not the movers and shakers -- not your clients or potential clients. Some might even conclude you have high turnover and are not a great place to work.

"I JUST KNOW THAT AS SOON AS I HIRE A SEARCH FIRM, THE PERFECT CANDIDATE WILL WALK IN LOOKING FOR A JOB, AND I WILL ALREADY HAVE PAID OUT MONEY I COULD HAVE SAVED."

Again, just locating a candidate is only about 10% of the battle. Checking that person out thoroughly, comparing him/her with the other potential candidates to ascertain if, in fact, he is the best for your position, discovering what motivates that person and how to land him for your firm, and bringing him on board as an enthusiastic new employee constitutes the other, and most important, 90% of the battle. This is where our firm really earns their bread and butter. By making our team a part of your team, you can assure yourself and your company the best hire for now and for the future.

Our team will consider anyone you decide to include in the hiring process equally with any other candidate surfaced, qualify them, reference check them, interview them in depth, find out what they want and need in their next position, and report all of this to you. Then, if you decide this is the strongest candidate and the one you wish to hire, you will enter negotiations with all the cards in your hand and have the best chance of recruiting the person for your company.

"I KNOW LOTS OF PEOPLE IN MY INDUSTRY WHO WILL GIVE ME REFERRALS. YOU KNOW, THE GOOD OLD BOY NETWORK."

Yes, there is always the "Good Old Boy Network." That is the network of your competitors and/or friends in the industry. Sure, they can recommend people. Some of those people will be unemployed friends of the Good Old Boy; some will be friends who are unhappy with their current employers; some might even be happily employed friends doing the job you want done. You will still face the same problems of checking them out and going into negotiations with half the deck hidden from view. On top of that, you will have the problem of saying no to a friend of a friend if you decide that this person is not right for your company as well as the problem of approaching competitor's employees (raiding) without causing hard feelings.

Our team can approach these people without using your name, qualify them, ascertain their motivation to change jobs, etc. In other words, you will still have access to these people through your search consultant without putting your neck or name on the line until you have all the facts and information you need to make an informed decision.