Recruiters whose billings remain strong at this time may wish to consider this: there have been ten post-World War II recessions, and every one of them has resulted in serious extended drops in production for those who are unprepared. Many readers are, no doubt, among them today.
While no one knows what the future might bring, the likelihood of avoiding another recession forever is not high.
The complete desk/recruiter-oriented solution to proper preparation is covered in several chapters of my recently-revised book, titled Breakthrough!
However, below are three keys to help recruiters thrive in the New Year and well into the future:
1. Focus on expanding your client base.
Recruiters who feel they are “busy with enough clients” will be surprised when their top clients cut hiring dramatically or freeze it entirely. No business ever went out of business from too many customers; many recruiters have done so in a slow market due to not having enough.
An immediate focus on obtaining new clients is imperative.
2. Identify a narrow demand-exceeding-supply niche in your own field.
It is frequently thought that the response to a slow market is to totally change areas of specialization, seeking the “new hot market.” For a recruiter with some experience, this is the worst possible advice. “Ninety percent of success,” as Woody Allen has said, “is just showing up.” Changing entire fields requires “showing up” all over again.
Rather, what is needed is a small slice of an existing market. There is unlikely to be a strong need for the usual types of candidates that you place in a recession, but narrowing your focus will allow you to get by.
3. REAL recruiting
Even though we might not be in a recession right now, more candidates are unemployed. Furthermore, it takes longer for such people to find the right position. Thus, it will actually be possible for your clients to find candidates from ads posted on the “for free” or “for fee” job boards. In addition, Internet trainers—who long ago noted that our clients would pay them more than your firm—will be hard at work showing your clients how to avoid paying fees.
Bottom line: highly qualified candidates will still be difficult to find and it will take real recruiting to source them and convince them to make a move . . . and that’s what companies will pay a fee for!
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Steve Finkel, a guest writer for the Top Echelon Recruiter Training Blog and founder of Professional Search Seminars, is one of the recruiting industry’s leading speakers and trainers. For more information about Finkel’s training products and services, including his selection of books for recruiters, visit www.stevefinkel.com or call 314.991.3177.
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