Death of Recruitment

by Dave Nerz

tombstoneAccording to many, the end is near for independent recruiters. The reason…technology. The predictions indicate recruitment as we have known it will cease to exist because employers will get what they need from the new breed of technology tools being created. Some call this Recruitment 4.0.

I am not a believer in the death of recruitment. Here are a few of the reasons I think recruitment, independent recruiters, recruitment networks, and headhunters of various types are here to stay:

  1. The end has been predicted about every 5 years for as long as I remember. The predictions have never been fulfilled. The death of independent recruiters was predicted 50 years ago with the creation of national agencies like Kelly and Robert Half. Death to independents did not come. The demise was signaled more recently with the onset of job boards…in fact, Monster had the intention of replacing the independent recruitment business as a goal when it was created. In spite of intentions, death did not come. Social Media, LinkedIn, in-house recruitment, or anything else you want to add to the list have been unable to dislodge the independent recruiter from the mix that makes the market for employer and job seeker succeed.
  2. New jobs require personal intervention by a recruiter. Firebrand’s CEO, Greg Savage offers an example of why recruiters will continue to be a part of the solution. Mr. Savage recently indicated that in his business, 50% of the roles he recruits for didn’t even exist 3-5 years ago. New jobs and new markets require the guiding hand of a recruiter. Recruitment evolves effectively and efficiently to solve new challenges in a way that electronic tools and social networks cannot. The business model shifts, but it does not dissolve or die.
  3. Global needs are growing and again require the expertise that only a recruiter can offer. Recruiters act as translators, market researchers, and match-making consultants for global jobs. An employer based in North America wouldn’t even know the right job boards to use for a search in China, Australia or in Vietnam. Employers armed with the great social media tools of the day could spend 6 months becoming expert in the local market just to fill one job…not an effective model to run a business. In the NPA network, in excess of 10% of all business done was a “cross-border placement,” meaning the candidate, the employer and the job were in different countries. Those roles will continue to grow as a percentage of placements for the industry.
  4. Contracting and short duration project teams or on the rise. These are positions and work types best suited to a recruitment agency. Employers don’t want to become expert in finding talent for a short duration project team. They will continue to hire an independent expert to do that work.
  5. Highly specialized positions and true headhunting require a recruiter and are not able to be accomplished by social media and a LinkedIn connection alone. Top performers that are fully employed and satisfied do not change companies based on an email or a social connection. Only the real work of a seasoned recruitment professional will cause a top quality candidate to take the required leap of faith into a new employment situation. When you find the computer program that does this, please share your secret.

Independent recruiters continue to evolve and migrate into new niches and new ways of adding value. Tools are more likely to come and go than the recruitment profession itself. My current concern is not survival, it is whether there will be enough independent recruiters available to handle the talent shortage that is inching ever closer. As Baby Boomers retire and employers seek talent to replace the science, engineering and management talent that is exiting, the death of recruitment will remain a threat still unfulfilled.

Recruiting Resources: Understanding the Millennial Generation

by Veronica Blatt

Young and old business peopleToday’s guest blogger is Rick Corey with OpticsProfessionals, LLC in Rochester, New York, USA. OpticsProfessionals specializes fields of optics, photonics and imaging technology. OpticsProfessionals, LLC assists employers in staffing key talent, while helping individuals with career transition and growth opportunities. Rick is the immediate past chair of the NPA Board of Directors.

Recruiters who have been in business for some time understand the differences in the expectations of “Baby Boomers” (born 1946-1964) and “Gen Xers” (born 1965-1979). A new challenge for recruiters is being able to understand the next generation… the Millennials (born 1980-2000). How we connect with them, what their needs and expectations are, and what type of corporate culture is the best fit are all recruiting resources that will help you work effectively with Millennial candidates.

The Millennial Generation is the most connected generation in history, with connections and networks globally through social media, young professional organizations, alumni networks, etc. Partially because of this, they are group/team oriented, and believe a team can accomplish more and better things. They are confident in their abilities, and are ready to take on the world. Millennials are multi-taskers on a scale never seen before. (I learned this when my daughter was in high school…doing homework, playing Xbox, and texting with friends all at the same time.) The first recruiting resource that will help you is to master social media to connect with Millennials.

When it comes to their work life, Millennials seek challenge and do not want to experience mundane assignments or boredom. They seek leadership, and even structure, from their older and managerial coworkers, and expect to have their ideas respected. If older senior management does not relate to them, or understand the way they use technology at work, they will look for new opportunities. Effective recruiting resources include ensuring that your client is equipped to welcome Millennials into the work environment.

Millennials prefer to communicate electronically at work as opposed to face-to-face or even over the telephone. They routinely make use of their own technology at work and most believe that access to technology makes them more effective at work. However, technology is often a catalyst for intergenerational conflict in the workplace and many feel held back by rigid or outdated working styles. From their employer they want to see where their career is going and to know exactly what they need to get there. At least 70% want assignments abroad to enhance their career. So, another recruiting resource is to help your client understand that “different” doesn’t always mean “bad.”

Millennials are used to balancing many activities such as teams, friends and philanthropic activities, and they expect flexibility in scheduling and a life away from work. If their needs are not met in their current work environment, they will network their way out of that workplace and into one that meets their needs. Recruiting resources will need to accommodate these increased demands for balance and flexibility if Millennials are part of your candidate pool.

Millennials are… Confident, Connected, and open to Change. What recruiting resources have you used to source top-notch Millennial candidates?

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