Looking back on the previous year, it’s obvious that the job market was ripe for harvest. Highly sought-after candidates could basically cherry-pick their next roles. By the end of 2019, the unemployment rate hovered around 3.5 percent, its lowest since 1969. As we head into this new year — actually, this new decade — we can probably expect more of the same while the market remains steady.
And when top-tier candidates are in high demand, that means executive recruiters are, too. But the same old talent acquisition methods won’t do — a fresh game plan is key for this new year and beyond. Corporate clients, as well as candidates, will need executive recruitment firms that have 2020 vision. Here’s what that means:
Putting People First
As executive recruiters, we help two distinct customers: clients looking for their next star employees, and candidates seeking their ideal jobs. Their needs, not the post-placement payout, should always be top priority.
Our overall mission should be this — to provide a great experience for those we serve and to exceed their expectations in the process. Anything else is less than ideal. And that falls right in line with my next point…
Building Long-Term Partnerships
To maintain longevity in this business, executive recruiters should ditch the “one-and-done” strategy and instead focus on building authentic relationships and long-term partnerships with clients and candidates. That means laying a foundation that begins with consistent communication from Day One, all the way through to placement and afterwards. It also includes actively listening to their concerns and suggestions, asking for clarification, periodically checking in, following up and doing whatever it takes to preserve the relationship.
Think about it: Wouldn’t you want a partner who “gets” you? Someone who takes their time getting to know you because they want to be attuned to your needs? Personally, I love helping partners and candidates solve their problems — one relationship at a time. Executive recruiters who nurture these relationships will rise to the top every time.
Having Expert Industry Knowledge
It’snot enough to have just a working knowledge of the industries and verticals we serve. Clients and candidates should partner with executive recruiters who are subject-matter experts in their respective areas. That kind of in-depth expertise makes the vetting process more reliable, which then makes it easier to identify the right match. At the same time, it helps build trust and credibility.
Making Diversity a Top Priority
As I have said in my previous posts, companies that care about diversity and inclusion outperform those that do not. Plus, it makes sense for companies to mirror those they serve — people of all ages, races, ethnicities, religions, abilities, and sexual orientations.
As executive recruiters, we have the unique privilege of presenting clients with the best and brightest talent from all walks of life. Our expertise on diversity and inclusion will always be a valuable asset to clients, the talent pool, and the global workforce.
Jeff Chaponick is CEO of MAC Diversity Recruiters, an international search firm that partners with companies of all sizes, including companies such as Deloitte, Nike, and Marsh & McLennan, to help them reach their diversity talent goals. Jeff is on the Board of Directors for the Texas Diversity Council and the National Diversity Council. He is also a member of various professional organizations that help address the disparities in hiring among traditionally underrepresented groups.
