International headhunting is returning to pre-recession levels. International search firms are reporting a shift in the calls they are receiving from job seekers. “No longer are calls just coming from the unemployed and underemployed,” states Jeff Kortes, a recruiter and employee retention consultant. Kortes owns Human Asset Management in Franklin, Wisconsin and his firm is working closely with employers to develop retention strategies as the international headhunting community revives it efforts to attract and move the best talent to new employers.

“As the economic recovery progresses, it gives employees more comfort in cutting the ties to long-term employers,” according to Kortes. Human resource experts are recognizing that highly skilled workers are increasingly willing to consider new employment opportunities.

What is known as “voluntary turnover” is expected to accelerate in 2013 as the recovery continues and is more evident across a great number of industries. This trend is adding urgency to a situation that some employers have already identified as serious. The best talent is critical to business success, yet top performers are the most likely and able to leave their employers. Many employers struggle to retain their most talented workers as higher paying competitors come headhunting their best.

Top talent is in season! What is the best way to keep top talent? Do you or your clients have a retention program in place?

Today’s guest blogger is Meri Laird Jones of Davidson Laird, Inc., headquartered in Louisville, Kentucky with a remote office in northern Michigan. Meri is a current member of NPA’s board of directors. Davidson, Laird Inc. places technical, operations, sales and manufacturing professionals, primarily in the renewable energy, automotive, paint, plastics, chemical and processing industries.

Whether you’ve been in the recruitment business for a year or several decades, you know that while the rewards can be great, it is an industry that sincerely takes “true grit.” It’s emotional, fast-paced, and constantly changing. What is truly amazing though, is the incredible diversity within our industry. I just got back from a global conference of international search firms in Las Vegas and I came away once again amazed by “the 1000 faces of a recruiter.” I also came away with my head spinning thinking how important it is to stay on top of what is going on with our industry trends and with technology.

It was amazing to hear the stories of the different recruiters who attended from around the world. Like the guy who always ran a large office but decided to make a life change and work from his coastal mountain home where he could enjoy more quality time with his family. I asked him how that affected his bottom line and what his clients thought about the change. He confirmed the beauty of the recruiting industry is that, if we do it really well, and have the right tools such as good technology and a strong network, we work from anywhere. In fact, he’s actually simplified his “desk” by concentrating on a few of his best clients and expanding his work with them to more of their locations around the world with the help of the other international search firms in his network.

Another story was quite the opposite, of how a recruiter started in a small firm in Australia, but had the dream of growing her business into one that could compete with other international search firms. At a time and an economy when that didn’t seem practical, she made it happen and recently opened an office in Shanghai. The crazy thing is both of the above work in similar markets. They are both successful and they are both living their dream.

The other huge difference I noticed was how we are each utilizing the million different technology advances which are emerging at lightning speed. Mobile apps, ATS options, Twitter, Bull Horn, LinkedIn, and the list could go on for at least another five paragraphs! My big billing colleague barely uses anything but his mobile phone and occasionally a tablet! Yet, others doing equally as well are just focusing on one or two tools and making them work. Oh – and have you heard about the new trend replacing traditional resumes and CV’s? The YouTube video resume. This is where I definitely need a little help from my colleagues!

It’s great to be in such an incredibly dynamic industry – and so important to go interface to learn and share with those who are doing it well in so many different ways!