Articles - Recruiting and Candidate Dev

No Frustration Required to Succeed at Recruiting 

Today’s recruiting landscape offers enormous opportunity that if effectively exploited, can land you on the beach in early retirement at the top of the financial food chain.

You must face certain realities.

The recession/depression/economic turn down (choose your favorite label) presented a long period where recruiters should have taken stock in what they were doing and what the challenges the recovery would put before them. Some seized this with clarity and ambition. They came out of the trenches armed with new tools and commitment to excellence and its inevitable reward, wealth and security. 

Others held on to what they did before their markets collapsed, hunkered down and waited until enough smoke cleared to start doing it all over again. After all, they made a living before, “why not now?”

We begin with the ambitious visionary. We will refer to them as the predators. This group is comprised of top producers, the enlightened people and all of whom recognize that quality of service and strict client criteria are quintessential to creating wealth in recruiting. They aggressively pursue clients seeking multi-dimensional talented candidates. Their clients must exhibit a willingness to embrace a process that, once effectively sold, is a compelling means to locate critically required people.

Hiring managers, among these clients, are just as busy as their more transactional recruiter contemporaries are. They are, however, aware of the importance of working with a professional recruiting consultant, who acting as an extension of their situation, must be partnered with a cooperative client. The extent of their cooperation goes beyond a few minutes and a couple of extra questions. These wiser hiring managers understand that the recruiter must interface directly with the individual in their company making the final hiring decision.

This group is not defined exclusively by the terms by which they work, i.e., retained or contingency. These search consultants are defined by the value-added, consultative service they apply to critical candidate requirements where urgency, cooperation, and sizzle exist. They are not predatory in their actions but they choose their projects as wisely as a predator. They certainly have fewer blank deposit slips than most.

The next group we will refer to as scavengers. I do not mean to denigrate anyone by using this label. Rather, I mean to portray an accurate picture of how they are often seen by those they seek to pay them fees. Scouring every source from the job boards to the web and beyond today produces diminishing results.

The practice of cataloging these folks, running the job title duties and dollars of a published or offered job through a computerized matching or searching utility in order to send the “fits” to a company falls a great distance short of anything that resembles service. Many doing this are frustrated with the lack of success it brings today.
The current and future U.S. demographics and the resultant vanishing candidate pool offer enormous opportunity to skilled recruiters who can execute a precise recruiting process.

Where do you want to be in the food chain? As a predator or scavenger? Making the best choice also includes a commitment to a consultative, due-diligent process, tough client and search assignment criteria and ethical practices.

Remember that the high road ends at the top! Join us and learn more about how you can create immediate success and be ready to capture your share of the wealth at our feet in Recruiting. 

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BIOGRAPHY

Doug Beabout CPC CSP brings over twenty-seven years of expertise in top production, personnel services firm ownership, and industry training. His reputation for training excellence has placed him, repeatedly, as a guest speaker for the National Association of Personnel Services. Doug currently works with many state level associations as a featured trainer and speaker at several state conferences. He is a business consultant to many franchised and independent personnel services firms.

Doug is owner and president of The Douglas Howard Group, a personnel and training services company. Doug works a “desk” every day and he is uniquely qualified as a personnel services industry trainer. Many of his clients have put their net worth ON THE LINE to succeed in the personnel services industry and did as a result of his training and guidance.

Doug previously held the position of Vice-President of Training and Development for SRA International, Inc. for ten years and was responsible for the establishment and success of hundreds of personnel services firms and their staff members. Prior, Doug was owner and president of a successful contingency, temporary and retained personnel services firm for ten years in Dayton, Ohio. He gained his early placement experience as a personnel services consultant in an independent firm.

Doug’s professional experience started as an officer in Strategic Air Command. He was assigned to several B-52 bomber units throughout the continental U.S. and Pacific regions. Doug has a Bachelor's degree in Comprehensive Training and Education.

Doug has held the title of CPC; certified personnel consultant (NAPS) since 1981 and is included in several Marquis’ Who’s Who publications.

His websites, www.RecruiterElearning.com and www.ResearcherElearning.comdetail many of his services to the recruiters in this ongoing War for Talent.࠼/p>

Doug can be reached at his Destin Florida Search Consulting firm, the Douglas Howard Group, 850.424.6933Call Doug today at 850.424.6933 or email him at trainer@recruiterelearning.com , he will take you to your highest billing goals.

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