Take your recruiting strategies to the next level

By Veronica Scrimshaw

Eric-Winegardner-MonsterToday’s guest blogger is Eric Winegardner, Senior Vice President of Client Adoption, Monster. Monster is a worldwide leader in successfully connecting people to job opportunities. In his role at Monster, Eric and his team focus on helping clients be more successful with Monster’s tools.

Monster’s Power Recruiter Workshops will help you deliver real results for your organization—as a recruiter and a businessperson.

Aren’t you sick of buzzwords? You know the ones I mean: Applicant, candidate, prospect, audience, passive seeker, active seeker, engagement—the list goes on and on.

I don’t need to remind you of all of them. You hear them every day. In fact, these buzzwords are your every day.

Have you really thought about what’s behind all of this charming recruiter jargon that is so ingrained in our brains?

No, it’s not an endless stream of paperwork. It’s people. Thousands of individuals who bring all their complex and unique experiences to the table as they search for a better job.

The term “recruiter” is a buzzword, too. And like “seeker,” the word minimizes who you really are. You’re more than just a talent hunter.

Today’s successful recruiter is a businessperson who happens to specialize in talent.

There is so much more to recruiting in today’s world than there ever was before. And if you feel you need to play catch up, you should join me at one of Monster’s Power Recruiter Workshops, each of which take place in different cities all around the United States throughout the fall.

These events are designed by recruiters, for recruiters. They are about you investing in your development as a recruiter. They are about shared experiences and successes, and most of all, they are about getting to know your community, your peers, and the world of work that surrounds you.

So let’s look at the economics of recruiting. There were 5.2 million job openings in the U.S. on the last business day in June, according to the latest available data (http://www.bls.gov/news.release/jolts.nr0.htm) from the Bureau of Labor Statistics. There were also 2.7 million people who quit their jobs and started working in new roles at new companies.

That is a lot of potentially high-value talent just dangling out there, waiting to be snatched up by the perfect opportunity. By one of you.

At our sessions, we dive deep into how to build successful recruiting strategies that attract today’s best candidates. We show you how job ad content, distribution and social media all work in harmony to land you great candidates—while delivering a quality candidate experience.

You’ll walk away with examples and tools, plus breakfast, lunch, and some cool swag. Oh yeah, and don’t forget six continuing education credits for those of you who have already invested in your development with a professional credential.

And who knows, maybe we’ll even have a little fun in the process.

I’ll leave you with one more statistic: there were 35 million mentions of job-search-related keywords on Twitter last year¹.

So are you trying to find the best job candidates, or are they trying to find you? Join us at a Power Recruiter Workshop, and we’ll show you how to make that connection—and how to make it count.

Monster PRW tour schedule:

¹Statistic according to Twitter

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5 Can’t Miss Recruitment Blogs

By Veronica Scrimshaw

Blog-Computer-KeyIn case you missed any of these the first time around, here are the top 5 recruitment blogs on our site for the first half of the year:

How Job Seekers Feel About Recruiter Text Messaging – Assuming you have received overt permission to send text messages to candidates, many candidates believe that recruiters who use this communication method are professional. However, there are NO scenarios in which candidates prefer text messaging as their first choice of communication. Really interesting research from Software Advice!

Top 10 Reasons to Call a Professional Recruiter – While there are many circumstances and projects where a DIY mindset makes perfect sense, there are other times when it’s best to call an expert. Recruitment is often one of those times. Recruiters can save you time, engage candidates you cannot, and can help reduce time-to-hire, among other things.

15 Sources for Recruiter Training – Occasionally, we get asked if we know anyone who provides recruiter training. We’re happy to provide this list of 15 solid options, some of whom have been paid speakers or have ongoing relationships with NPAworldwide.

Recruitment Forecast 2015 – According to Bob Marshall, there were a number of positive indicators heading into 2015, from an increase in US GDP to stronger hiring among small and medium employers, and very low unemployment rates among degreed candidates.

Better Job Postings, Better Candidates (tie) – If you’re not attracting the right / best candidates for your jobs, perhaps it’s time to take a look at your job postings. Be honest, specific, and and make your ad read more naturally and less stiff, and you should see an improvement in the candidate responses.

LinkedIn Profile Guide for Recruiters (tie) – It seems that virtually every recruiter uses LinkedIn, but not all recruiters have figured out how best to maximize their own profiles. Be sure to craft a compelling summary with appropriate keywords and professional photo, add some recommendations, and let people know how to make contact.

We blog twice weekly on a variety of recruitment-related topics. Subscribe to our blog to receive an email whenver a new post is added!

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Call Un-Friendly

By Veronica Scrimshaw

angry-woman-cell-phoneToday’s guest blogger is Maureen Sharib, owner of phone sourcing company TechTrak, Inc. See the end of this post for more information about Maureen, including contact details.

The reason your recruiters/sourcers aren’t on the phones as much as you’d like them to be on the phones is the (cell) phones (most of them) are using aren’t call–friendly.

That’s right.

They’re designed to do all sorts of things but make telephone call after telephone call after telephone call?

Not so much.

In fact, making calls on cell phones is a trying activity that requires pushing way more buttons than making a call on an ordinary desk phone.

Let’s try.

Let’s use my pain-in-the-rear-end Samsung Galaxy 5 powered by Android (service provided by Verizon.)

To make a call I have to push the thing-a-ma-jig button at the bottom to light the screen, plug in a security code (because that’s activated now) and then press “OK”, find “Phone” on the face of the damn thing (which is no small trick sometimes as many of the screens appear and I have to figure how to make the right one appear), press “Phone” to get the dial pad, dial the number and press the phone symbol and hope the dang thing rings through (sometimes it does and sometimes it doesn’t.)

“Who dreamed this torture trail up?” I ask.

This is supposed to be easy?

No wonder people don’t want to use these things to make calls – this is no mystery.

Vice versa my desk phone – I pick it up – I plug in some numbers and voila!  The call goes through – easy-peasy – just about every time through my trusted landline.

Hardly ever – I can’t recall when even – does a call “drop” – get disconnected mid-conversation – versus the reality of that happening talking on a cell phone!

Not only does it go through – the call sounds clear as a bell – no fuzziness around the edges, no garbling, no biting off on the first syllables, no straining required to make out what’s being said.

My nerves aren’t frayed at the thought of the call being dropped at some critical juncture at any moment and my valuable investment of time being perhaps lost forever so I can relax into the call and know that I can concentrate all my energy into the conversation and none into the worry.

The “phones” today that many are relying on for “communication” are really being used as easy-to-carry-around computing devices – not as communication devices (except insofar as you consider texting/messaging “communicating”) and to expect them to serve dependably as such is expecting too much.

Doing away with the privacy and ease and clear-bell assuredness and connectivity that comes with landlines and desk phones for business purposes is a fool’s errand and those who think they can do voice-to-voice business on cell phones today mark themselves as second class citizens in commerce.

Can you hear me now?

One of the reasons your sourcers and recruiters (whatever it is you’re calling the team who are making the candidate calls these days) aren’t making the candidate calls in the numbers you want them to be making the candidate calls is because the phones they’re using to make the candidate calls aren’t easy to make the candidate calls on.

If you have them working remotely ask them what kinds of phones they’re using. If they don’t have landlines/desk phones it’s a good bet they’re using cell phones and if they’re using cell phones they’re running into the same awkward call technology I described above and it’s impacting your call numbers.

Have you thought of this and what are you prepared to do about it?


I really appreciate that you took the time to read my post. I regularly write about phone sourcing and business development issues and trends. If you’d like to read more about the mysterious world of phone sourcing (it’s really not that mysterious!), Google my name and the word gatekeeper – lots of articles will come up for you that I’ve written over the years. It’ll be a good introduction for you to the subject!

Follow me on Twitter at @MaureenSharib and/or join my sourcing group on Facebook – Sourcers Unleashed.

Yes, I do (grudgingly) have a LinkedIn profile – send me an invite at maureen at techtrak.com – I’ll accept. I do post articles over there as well.

I own the phone sourcing/competitive sniffing firm TechTrak.com, Inc. that helps companies find and telephone contact candidates for their hard-to-place positions at fractional traditional recruiting costs.

You can always contact me at 513 646 7306.

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We Don’t Pay Commission. Are We Crazy?

By Veronica Scrimshaw

carrot-stickToday’s guest blogger is Geoff Crews with Forsythes Recruitment in Newcastle, New South Wales, Australia. Forsythes Recruitment specializes in engineering and technical recruitment; corporate recruitment, including executive, sales, HR, and finance; office support recruitment including admin, accounts, and clerical; trade and industrial recruitment; and organizational consulting including psychometric assessment, outplacement, and OD. Geoff serves on the NPAworldwide Board of Directors.

An article in the Harvard Business Review entitled Why Incentive Plans Cannot Work goes into some depth about rewards and the human psyche. It was published in the September-October issue of 1993.

Nearly 25 years later, many of those years I’ve spent recruiting sales people, and I wonder if we, as agencies and employers, are yet convinced that commission delivers the best outcome for clients.

It’s not a one-size-fits-all scenario.

Selling your house for $5000 more to a prospective buyer is worth around $200 to your real estate agent. Who might then split that with the licensee. Is it the commission or the character of the agent that drives him/her to push the buyer that bit further?

Commissions for car salesmen are more complex. Other factors come into play including the number and age of cars in stock, the manager or dealer’s projections and even the time of year.

Research tells us that the more complex the commission, the less effective it is in driving sales success. My experience recruiting sales people across industries supports this research. Many candidates I have interviewed, when asked how their incentives are calculated, tell me they are unsure. Any wonder they are sitting in front of me considering alternative employment.

For most recruitment consultants, remuneration is base salary plus commission on placements. Rod Hore (www.hhmc.com.au) in his 19 March 2014 article would suggest this is an outdated remuneration structure for large parts of our industry. “Commissions were initially brought in for people who achieved sales, and sales to me is about winning new clients, not necessarily about doing the job of recruitment,” he said.

I agree with Rod. And it would seem there is a wave of recruitment firms redefining their remuneration, fee structures and service offerings to deliver and reward not just a single placement but a breadth of outcomes considered strategically more valuable – market research, candidate attraction, long game pipeline creation, talent engagement, consulting. Such firms think and behave like marketing companies (see www.gregsavage.com.au 5 May 2015).

Global software firm ThoughtWorks removed commissions for its salespeople and says it has worked wonders for the company. ThoughtWorks believed salespeople were spending too much time on “non-productive, administrative efforts,” and that the right salespeople weren’t being assigned to clients. “Not having a commission structure ensures every salesperson can concentrate on chasing the deals and coming up with constructive solutions for clients.”

Profit-sharing schemes are becoming popular in boutique recruitment firms like mine.

A group profit share fuels internal cooperation and delivers genuine group strength to clients. NPAworldwide works on this principle – a global cooperative of boutique agencies working together for the benefit of clients and sharing in the success.

Profit share creates more rounded consultants as it necessitates a commercial understanding that goes beyond the revenue line of a P&L. And profit share means success is shared amongst the team. Which, provided you have the right team, is way more fun.

Maybe I’m crazy. But in a world of disruption I wonder if we as an industry really believe that traditional commission will be the structure upon which our piece of the ‘talent acquisition’ pie will grow over the next decade.

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Recruiter Recognition: 5 Ideas for Your Small Staff

By Sarah Gawrys

Maslows-Hierarchy-of-NeedsRecognition programs have been around you since at least your preschool days when you earned those coveted gold stars in the classroom. Each person appreciates seeing their work recognized, and those that are competitive especially enjoy seeing themselves appear as outstanding. Independent recruiters working smaller offices can forget this at times when their recruiters hit goal targets, close placements, or even hit a work anniversary. Here are five good recognition ideas for recruiters.

  1. Ask what motivates them! One of the easiest ways to get your recruiters to work harder for you is to give them the incentives they want. For example, an employee who really values time with family and friends may appreciate a full day off work instead of a reward check. Others may also not care about monetary value but prefer an email to the entire office recognizing them for a large placement or target volume hit. You will always have those that just want to see the money and do not need any additional recognition, but having an open conversation up front is the best way to know if you are rewarding their work efforts in the best way possible.
  2. Give them networking. As a recruiter, endless cold calling and days of no victory can really wear down even the most cheerful personality. Many times to not feel as isolated, networking and relationships with others in the industry can help. If your independent firm is a member of a split-placement network, offer covering the cost of attending a networking meeting as recognition program for star employees. Not only will they feel special for attending an event, but the networking and conversation can lead to them building skills to take back to their desk and make them even better recruiters.
  3. Create a program that allows participation at all levels. If you have more than one recruiter, it is commonplace to have recognition programs that have them participating with one another. Add yourself to the program! For example, set a goal for a recruiter to have 1 placement per month, but then also for yourself to close 5 placements per quarter. If you are successful but your recruiter is not, have them work an extra hour of cold calling. If they are but you are not, you must do it. Having these fun recognition programs shows that you are working just as diligently as your staff, and may also fail from time to time. If you both are successful, celebrate with a lunch or dinner together.
  4. Get away from strict bench-marking and reward on the fly. Many times, recognition programs award staff at the end of a month, quarter, or on an annual basis. While this is still great, a nice change would be an on the fly recognition program for day to day business. For example, if your staff has put in major overtime on a particular search, recognize that as a “week warrior” and give that individual Starbucks gifts card as a pick me up to their hard week. Seeing their daily activities recognized gives staff a boost to keep working as hard as they know it is not going unnoticed. Another good idea if you a few recruiters is to give them a stack of cards and allow them to recognize one another. Peer to peer recognition is just as valuable as top down programs, and many times helps you notice the strength of your coworkers.
  5. Share with/ask industry trading partners what works for them. While it is easy to think to ask other independent firms what they did to close a large placement or how they expanded into a new region, it is less top of mind to ask how they recognize their staff, but I guarantee those with a strong program are successful with business as a whole.

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How does Leadership Play a Role in Recruitment?

By Veronica Scrimshaw

leadership-wordleToday’s blogger is Amy Teske, NPAworldwide Membership Engagement Manager. Amy joined the NPAworldwide staff in June 2015. We’re happy she’s here, and happy for the extra blogging horsepower as well!

“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.”  – John Quincy Adams

John Maxwell, author of The 21 Irrefutable Laws of Leadership spells out his philosophies as a leadership expert. He combined the insights learned from his own leadership success and mistakes with observations from the business world.

These leadership philosophies can be applied to your role as a recruiter and also emulated to your clients and candidates.

  1. The Law of NavigationAnyone can steer a ship but it takes a leader to chart the course
    Leaders see the whole trip in their minds before they leave the dock. They have a vision for getting to their destination, they understand what it will take to get there, they know who they’ll need on their team to be successful, and they recognize the obstacles long before they appear on the horizon.
  2. The Law of Solid GroundTrust is the foundation of leadership
    How does a leader build trust? By consistently exemplifying competence, connection, and character.
  3. The Law of VictoryLeaders find a way for the team to win
    Victorious leaders have one thing in common: they share an unwillingness to accept defeat. The alternative to ‘winner’ is totally unacceptable to them. As a result, they figure out what must be done to achieve victory.
  4. The Law of PrioritiesLeaders understand that activity is not necessarily accomplishment
    Leaders never advance to a point where they no longer need to prioritize. It’s something that good leaders keep doing no matter the task. Think of the 3 R’s: What is required?, What gives the greatest return?, What brings the greatest reward?
  5. The Law of TimingWhen to lead is as important as what to do and where to go
    Good leaders recognize that when to lead is as important as what to do and where to go. Timing is often the difference between success and failure in an endeavor.

Do you have a favorite quote on leadership? Add it to the comments below!

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Top Tips for Blogging for Business

By Veronica Scrimshaw

Mel-Kettle-PhotoMel Kettle is a communications and social media consultant, speaker, blogger, educator, coach, bookworm, obsessive foodie and eatie, and a budding photographer. She blogs on marketing and social media at www.melkettle.com.au. Mel is passionate about working with organisations to show them how to communicate effectively so they can develop communities, share their stories and raise awareness. She particularly enjoys working with people who want to make a difference to other people’s lives. In her spare time Mel writes a food blog, The cook’s notebook.

I’m often asked by business owners and communication managers whether they should be starting a blog, or encouraging their organisation to start one. My answer is almost always a resounding yes, as a business blog is one of the best ways to engage with customers in a way that can add value to them.

However, while blogging for business is a great way to help grow your business, it is a lot of work and a big commitment. Especially for a small business or a business of one. Like mine!

These blogging tips are appropriate for anyone writing for a business blog – whether you are a soloist, a small business, the communications person coordinating the company blog, or the CEO who wants to share some regular thoughts:

  • Have a very clear idea of what you want your blog to achieve – do you want it to raise awareness of your brand or a specific product? Are you promoting an idea or sharing outcomes of research? Do you want to encourage a behaviour change? Do you want to use it to help to get to know your community and to strengthen your organisation’s relationship with your community?
  • Write a plan for your blog – set some blogging goals and set a rhythm – by this I mean work out how often you will blog. Every day, once a week, twice a month. The frequency isn’t important, but consistency is.
  • Work out who is going to write the posts and what your approval process is. If you have a team of writers, set some editorial guidelines around what is acceptable (for example, in terms of language used). Establish a schedule and work out who is going to write about what and when. Make a decision regarding approvals – who has the final say? Who responds to comments?
  • Prepare an editorial calendar – this will help you with consistency, help you work out what you are going to blog about, and identify who is blogging when. It doesn’t need to be fancy – mine is just a simple spreadsheet with blog ideas for at least the next month, but usually up to three months.
  • Ask your readers (via Twitter, Facebook, newsletter etc.) what they would like to read about. I get GREAT ideas from mine – this blog post stems from a reader suggestion (thank you!)
  • Keep your ideas in a central place. I have used a paper file to keep blog ideas in – this might include newspaper or magazine articles, Post-It notes I’ve scrawled thoughts on, flyers or programs for events that look interesting or that I have been to, recipe ideas. I also use the notes app on my phone to jot ideas when I’m out or when they strike. Usually just before I fall asleep… However more recently I’ve been trialling Evernote and I love it. No more lost scraps of paper!
  • Read a lot of blogs. I must confess I read far more food blogs than marketing blogs, but they all help stimulate ideas, often in unexpected ways.
  • I try to link my two blogs by writing crossover posts, such as my recent posts on bloggers and brands working together that are here and here. I am very aware that not all my marketing readers care as much about food as I do, so I don’t do this a lot. Even though I don’t understand WHY you don’t all care about food as much as me…
  • Block out a regular time each week and write. I try to dedicate two half-days a week to power through a few posts. I don’t always succeed, but I do have this time in my diary so I’m committed to it. This way I can have a bit of a stockpile for when I want a break.
  • Promote your blog widely using social media and your other networks – consider Twitter, Facebook, G+, Pinterest, newsletter, Instagram and more. But that’s another post!
  • Have fun! There is no point blogging if you don’t enjoy it.

Do you write a business blog? Or for a business blog? How do you make it easier for yourself? Feel free to share your blog name and URL in the comment section.

If you liked this post, consider signing up to Mel’s newsletter (out every Thursday) where she talk about marketing, communication and social media matters, as well as a bit about food and travel.

You can also follow Mel on Twitter, Instagram, Pinterest or Facebook.

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Attracting Global Talent

By Dave Nerz

global-communicationsAttracting global talent requires a new perspective. Employers must think about their marketplace for talent internationally rather than just locally. Based on the studies and reports from those that survey employers, many are experiencing difficulties finding qualified candidates for job openings. In fact 80% of employers reported difficulties filling openings in CareerBuilder’s Skills Gap Report. So perhaps now is the time for employers to expand their reach and seek candidates in other markets.

Getting started requires innovative efforts and new methods to connect with the talent that exists internationally. Here are a few things to consider:

  • Connect where the candidates are. Do research to find out what organizations and communities exist and are attractive to the types of candidates you desire. Connect to schools that are graduating degreed individuals that you desire. For example, international engineering schools or medical programs. Are there local communities like “Engineers Australia” or “Philippine Nurses” that are hot beds of discussion and offer an opportunity to attract and connect with future candidates?
  • Get social. Start a LinkedIn Group or Facebook page to attract the types of international candidates you want to engage.
  • Join social discussions. Place your organization into the social dialog. Get active, offer insight, contribute to the conversation.
  • Schedule interviews. It is virtually free to interview. Set aside some time early or late in a day each week to entertain international candidate interviews via Skype or some other distance connecting tool.
  • Speak or do webinars that will draw the global talent audience you seek to engage.
  • Find partners. Look to establish a connection to an international recruiter or a collection of global recruiters.

Distance is no longer the reason blocking access to global talent. Technology has enabled connections to anyone virtually anywhere. Leverage the tools out there to connect.

Anyone have a favorite tool for connecting with global candidates they want share with us? LinkedIn and Skype are my “go to” tools!

Image courtesy of siraphat / FreeDigitalPhotos.net

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Improve the Candidate Experience in Your Recruitment Efforts

By Veronica Scrimshaw

It’s no secret that we are in a candidate-short employment market. Globally, employers are reporting significant difficulty finding the talent for their most crucial openings. With the employment market stronger than it has been in quite some time, more employees are open to new career opportunities. In fact, 45% of SATISFIED workers say they would consider a career change. Anecdotally, our member recruiters are reporting more counteroffer and multiple-offer situations than they have for a number of years. Great candidates have an increasingly short shelf-life and are typically off the market in a matter of a few days or less.

How does the candidate experience factor into this recruiting reality? For one thing, great candidates don’t have to sit around and wait through a slow and disorganized hiring process. For another, they have access to more information than ever about potential employers and have become more consumer-like in their behavior. This also means that even if your client is really well-known and a desirable place to work, your candidates may not accept offers if they’ve had an unpleasant experience during the hiring process.

In today’s competitive landscape, there are still too many recruiters who subscribe to a “post and pray” methodology or otherwise contribute to a poor candidate experience. A recent infographic from Qualigence outlines some of these issues and offers some tips for improvement.


Some of the points that I found most relevant were:

  • More than 90% of employers made ZERO contact with a candidate beyond an auto-responder acknowledging receipt of a resume/application
  • More than 80% of candidates received no salary information
  • 86% of candidates report never receiving confirmation emails
  • 83% of candidates were not notified when the position was filled

To improve the candidate experience, job seekers offered these suggestions:

  • 34% would like more communications
  • 28% would like notification when they will NOT be receiving an offer
  • 14% want more human interaction

There is also a disconnect between recruiters and employers. Eighty percent of recruiters reporting that they understand the roles for which they are recruiting, but 60% of hiring managers disagree with that statement. While some recruiters may be submitting candidates who have not been properly qualified, I believe there is also a good chance that employers are not exactly sure what they are looking for. Clearly there is room for improvement on both sides.

What are you doing to ensure a terrific candidate experience? Comment below!


Specialist Recruiters or Generalist Recruiters: Which is Better?

By Veronica Scrimshaw

coins-heads-tailsToday’s guest blogger is Liz Carey, network coordinator for NBN, operators of www.searchbankingjobs.com and www.searchaccountingjobs.com. NPAworldwide and NBN merged in September 2014, and our two networks are working toward a full integration effective January 1, 2016. We’re happy to have Liz on our blogging team.

As a recruiter, do you prefer to be a specialist, or a generalist? As the name implies, a generalist recruits for a wide range of job functions and industries. A specialist recruits within a particular niche or industry, usually on higher-level jobs with particular skills.

Generalists have a broader focus and work on a wide variety of positions, potentially offering more opportunities to candidates and having the ability to get more job orders from an array of clients. Generalists have a great understanding on recruiting fundamentals and principals and have fewer restrictions on which types of job orders they can work on. While generalists can take on more job orders and draw from a much larger pool of candidates than specialists, a hurdle they face is getting specialized job order roles from clients who may prefer to work with specialists that cater to candidates with a particular skill set.

Specialists are deeper “in the know” of their area of specialization; for example, financial services recruiters keep abreast of the latest federal rules and regulations in the banking industry, understand the industry terminology, and know all the key players and competitors – oftentimes, specialist recruiters have a background in the field themselves. Being in tune with the industry means knowing where to go to look for qualified candidates, and understanding market trends and the going rate. Rather than just going to general job boards, specialists will belong to industry groups and have industry contacts. Because of this narrower focus, they can often find the hard-to-get candidates and target companies looking for highly-skilled top notch candidates. A hurdle that specialists face is ever-changing markets: whether it’s due to increased regulations or expanded requirements, specialists can face lulls and slow periods, and working within a highly specialized niche can limit you.

As we all know, recruiting comes in all shapes and sizes – if you’re a specialist, what was it that made you want to focus in a specific niche? Have you ever considered becoming a generalist? Why or why not? Same questions for generalists – have you always been a generalist, and if not, why did you make the switch?

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