In my three decades as a
recruiter, I have never seen the widespread challenges facing
recruiters in 2010. Most practitioners with whom I spoke were
scratching their heads in disbelief as their traditional strategies
The rapidly changing candidate pool, the increasing diversity of job
descriptions and the pervasive attitude shift among candidates
requires the implementation of three initiatives if we want to
survive and prosper:
Step One: Accept the new realities. The tried and true practices
that served us well since 1980 simply fail today to create the
results we want. Seek out new and evolved recruiting process
training. The effective, new recruiting process is like a river.
Working hard to paddle up stream because you believe that hard work
is its own reward, well you can’t deposit those results. Master the
new recruiting processes and go with the flow. The placements are
downstream and the process will take you there. Just follow it.
Step Two: Pick up the phone. Our instrument of choice for many years
was the telephone. It created a conduit to clients seeking our
services and candidates we could recruit. Enter the keyboard to
replace the keypad of that phone. E-cruiting was a viable and
somewhat profitable replacement for the contact sport of what came
to be called, old school recruiting. Sourcers and name-gatherers
became a widening cottage industry feeding us leads and some success.
Now many have relocated from their sole proprietorships and
home-based enterprises to working for our clients and taking with
them, and from us, the advantages of technology. This confederation
empowered our clients to reach above the customary low hanging fruit
and unemployed people. This has taken fees out of our pockets. We
need to revisit the foundational skill of using that good old
telephone in our efforts to reach past these competitors to the
truly passive but better qualified candidate crowd. If it’s been a
while since you did so, I submit you consider Step One.
Step Three: Consider collaboration. I have always been an
independent recruiter. Although deeply schooled and experienced in
the recruiting franchise world, I always took great comfort and
pride in my ability to create a great income from the sweat of my
brow, the mind skills acquired and my wise investment of my time. I
split placements here and there; but by no means have I accepted an
award for that part of my income stream.
The speed bump that has kept so many for so long from joining a
collaborative group is that, let’s face it, it can be the wild west
out there with more than a few outlaws. A lack of industry standards
adds to the guesswork in picking trading partners. As much as I
believe that the recruiting industry is, as a whole, comprised of
great people, I also know that standards and ethics are like beauty,
in the eyes of the beholder.
My due diligence
As I considered the need to join a well-established and successful
recruiting collaboration, I wanted to make sure and do my due
diligence. I found some; with whom I have been long associated, are
still great trading networks. But, today’s unique challenges demand
that a collaboration of recruiters must uniquely fall somewhere
between the widespread support of a franchisor and the independence
of trading partners. An asset rich offering without the unending
cost of success, a group where rookies (and God knows I love them)
are not cutting their teeth on my candidates or clients and of
utmost importance a group where I can count on support when I need
it from people with their hands and skin in the game.
After many hours of searching and analysis, I have the best answer
for which I could expect. I recommend with all of my confidence that
you take a hard look at AGR (
Agents Recruiting Group). They have
been around for a decade. I tried hard but could not find a chink in
their armor. I only wish I would have found them sooner.
You can find all you need to know and the support that will make you
a top producer in 2010 and for the balance of your recruiting
career. Go to: http://tinyurl.com/y9zkrbk for the details and
answers you seek.
By Doug Beabout, reprinted with the permission of Doug Beabout