Mike Ramer, CPC, CSP, is a highly-rated recruiting industry trainer, known for his innovative techniques and interactive, hands-on style. He has 20+ years in recruiting and managing his firm, Ramer Search Consultants (www.RamerGroup.com), in the New York/New Jersey area. He has trained 2,500+ recruiting professionals at 60+ industry events and conferences including NAPS, ASA, Fordyce and IPA. Mike will be a featured speaker at NPA’s Global Conference in New Orleans, March 6-8, 2014.
A few weeks ago I moderated a panel for a recruiting/networking event. This was a national quality panel with three seasoned recruiting professionals: A retained search consultant, a contingency firm owner and a corporate recruiter. There was excellent back and forth about the current job market and what candidates should do today to get interviews and job offers.
The contingency firm owner, a well-respected 30+ year guy, said something out of character. The question from the audience was: “Why do some recruiters lack professionalism – that they don’t have the decency to return phone calls, while others do?” The contingency firm owner said, “One day I’m going to write the book: All Candidates Lie!” There was uproar in the room. All vented, the air cleared, and I moved the crowd to the next question.
You are not alone. Many feel the frustrations of today’s job market. Sometimes, it’s like trying to hit a moving target blindfolded. And, contingency recruiters have been at the center of it all.
The job market of the last few years has been bipolar. In some industry niches, demand for talent has been so extreme that the right candidates can’t be secured. Jobs go unfilled for many months, sometimes more than a year. On the other end, many industries and fields have fewer openings and are not actively hiring. If companies are hiring, recruiters are finding that companies are trying “to do it themselves” and have been “extremely selective” before making a hiring decision. Jobs can go unfilled for months, sometimes more than a year. (Sound familiar?) A stretched out hiring process creates major risks for recruiters.
How can recruiters manage risks today and make more placements?
They need to start by finding the true need. Do companies really want to hire for an open position? Why? Do candidates really want to change jobs? Why? Before you start a search or begin working with a candidate, it is critical that you find out the real, underlying reasons.
Control what you can control. If you don’t like the risks, then move on.
Since the great recession started five years ago, there has been a lot of mistrust built up between candidates, companies and recruiters. The combination of high unemployment and web “information everywhere” has made hiring more challenging for all.
- How many contingency recruiters feel that they spend 90% of their time spinning wheels and can’t get the needed information from clients and candidates to make placements?
- How many job candidates feel they do everything right: a professional resume, contacting recruiters and companies, networking, following-up and still don’t get call backs?
I grew up in contingency in the 1990s, went to many state and national conferences, saw all the trainers and used their methods. I made a lot of money. But that was then, and changing times demand new approaches.
About eight years ago, I moved my firm to a new, different model. I diversified my recruiting business, got web-savvy and built a retained practice. My firm has had an excellent year. I share how I did all in my training.
Look for Parts II and III of this article in future NPA posts. Subscribe to our blog so you don’t miss out!
