There’s no surprise that recruiting has undergone massive change in the past decade. The most dramatic change that I have witnessed is that the Art of Recruiting is dying fast. In fact, for many “Recruiters” who work in the Contingency world, they have actuality become little more than “Data Miners.” You won’t hear them admit this fact, but it is none the less true. No sooner do they secure a Job Order or a signed agreement than they run to the internet to try to beat their competition to the latest arrivals to the job boards. Most of these “Data Miners” must rush to get the freshest resumes into the “in-boxes” of the hiring authorities before someone else does. Repeat cycle, over and over again and that my friends is what recruiting has come to for many. Don’t let them kid you though, this isn’t recruiting. This is something anyone can do and, and companies are getting weary of paying even low flat fees for this marginal service.
I’ve spoken to recruiters who have been in the business for decades and they are at a loss. They used to do it the “good o’l fashioned way,” but when they try to diligently execute a real search, they get beaten to the finish by the least professional recruiters who don’t do any real recruiting or vetting. The old-school recruiters are no match for the swift, techno-savvy “drive-by” resume shooters. Sadly, many of these old professionals are struggling to survive in recruiting because their methods are archaic. It reminds me of the Travel Agency business model that has all but vanished with the advent of the Internet. Now that hoards of active candidates’ resumes are readily available to anyone with a computer, companies searching for active candidates can do this on their own. They merely need a tech-savvy person who can search online and pay a small fee to the job boards and click away. I am convinced that a major part of recruiting is forever changed. As a recruiter, you can ride whatever is left of the wave until it reaches shore, or you can fundamentally change the way you work with your clients.
If your business strategy is to be the “Quick-Draw Resume Blaster” and skim the active candidates’ resumes online and blitz your “clients,” you should expect further pricing pressures because you really aren’t a Recruiter. You need to come to terms with a more appropriate title of “Data Miner” or “Active Candidate Sourcer.” If you are not content to be this kind of person, I would encourage you to elevate your game and leave the Active Candidates to others. Build your practice on finding the most talented, gainfully employed Prospects which require actual “Recruiting” to secure interest. You can expect to provide greater value to your clients and have a far greater impact upon their businesses as a result. All you have to give up is the frenzy of competing over scraps with other recruiters and companies in the race to the finish line.
You can do it! You just have to decide that you want to endure in this business and elevate your game. Leave the feeding trough and go hunting again. You’ll be glad that you did!