.... Ignore them at Your OWN RISK!!! (Part 1 of 3 *)

The recruiting industry is growing and evolving, yet I see many recruiters with their head buried in the sand!  In all honesty much of the structure of recruiting firms now mirrors the "look and feel" of a firm in 1975.  

Sure we have added PC's, job boards, LinkedIn, etc, yet most still use the same tired structure and processes as the industry used decades ago.

On the other hand, I have seen some recruiters go one-hundred-eighty degrees the other way by attempting to do all their business via email, job boards, and LinkedIn without really trying to build deep personal relationships with their clients and candidates.

So where is the recruiting industry going?  What are the trends that are showing that they will alter the way we do business?  These are the questions I recently asked at my closed door retreat and mastermind meeting with 16 of my Platinum Coaching Members.  We all left our offices and came together in sunny southern Florida to share ideas to keep us many steps in front of our competitors.

Because I had recruiting firm owners representing three countries, 10 different states and multiple industry disciplines the perspective on emerging trends and strategies came from multiple perspectives.

While I can't share the in-depth strategies developed due to a lack of space (we discussed these for hours!), I can share some of the trends and ideas we developed that I can explain quickly.

Trends that need to be addressed:

Recruiting/Candidate Sourcing

1) If you are not investing in research whether it is off shore, using services like Elance or even hiring a part time researcher you are/will be losing ground rapidly to your competitors.  For $5 to $20 per hour you can have key target names harvested in quantities you can't easily get on your own.    This should free you up for more strategic business development as well as hiring and onboarding more recruiters.  If you are a solo, outsourcing research will provide you with a larger pool of candidates to fish from.  This will increase the likelihood of you making the placement while simultaneously eliminating the need for your clients to "need" to work with your competitors.
 

2) Generation Y candidates are just starting to enter the work force in large quantities.  The oldest of this generation are in their mid-twenties.  Many call these people the "entitled generation".  While this is debatable, the fact that they are the LARGEST generation ever in our country's history is not.  There are more humans in the generation Y age group than there are Baby Boomers!  On the other hand, there are 11 million fewer  GenX candidates (27 to 47 years old) than there are Baby Boomers.  This is why we are seeing a shortage in so many mid management candidates... there are simply fewer of them.

 How are you dealing with the shortage of Gen X candidates and how are you prepared to deal with an abundance of Gen Y candidates in the next decade?

Part 2 can be found here  Emerging Trends YOU Need to Know NOW in the Recruiting Industy-- Trends with Clients

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Biography

Michael Gionta has been described as one of the most exciting, innovative new trainers in our industry. He opened his recruiting firm in early 1990. He has ranked in the top-10 billing managers several times, ranking as high as second across all MRI divisions with cash in on his desk in excess of $2 million in ONE YEAR. In 2001 Michael, based on the secrets he learned from over ten years in the business, made the strategic decision to grow his firm instead of developing his individual recruiting practice.

After years of learning the WRONG way build a recruiting team, Mike began training his team on the techniques that he discovered and that launched him. The result? He developed an office that ranked in the top 3% of MRI. He was ranked the 11th-fastest growing IT search firm in the country (outside of MRI) and the fourth fastest growing search firm within MRI out of 1,100 offices with almost $3 million in annual revenues, ranking the second largest recruiting firm in the greater Hartford, CT area.

In 2007 Michael founded his training, speaking, and consulting firm, TheRecruiterU.com. Mike is sought out by owners of recruiting firms individually and in groups who want to grow their revenue but simply need to learn the RIGHT step-by-step system for growing a recruiting firm with VERY predictable revenue streams.

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