LinkedIn, as you well know, is one of the top resources for job-seekers looking for their next great gig. Very often, candidates go it alone on the world’s largest professional network and secure a job without much outside help. That’s quite an accomplishment, considering that LinkedIn has more than 645 million users worldwide and over 20 million job listings.
Competition for jobs on LinkedIn can be stiff, though, and some candidates rely on search firms such as mine for help. Companies also come to us when they need our assistance filling a role. So, our goal as recruitment professionals is to be a matchmaker of sorts — placing the best candidate in their ideal role with the right company.
Now, how do we make that happen? You’d be surprised at what goes on behind the scenes with recruiters. There are so many highs and lows, twists and turns … enough to make your head spin.
Here’s an inside peek from our perspective:
Recruiters Help Make the Magic Happen
People drive this thing, and that includes clients, candidates and all the other folks who help make the magic happen — especially recruiters. They often take a beating, and they absolutely must have a thick skin to make it in this business.
Just as for candidates, recruiters have some tough competition among their colleagues. Consider this: The human capital management market is expected to grow to $22.2 billion by 2023, up from $13 billion in 2016, according to an Allied Market Research analysis. North America generated the highest revenue in the global market in 2016, due to an increase in the need to streamline several HR processes, including talent management.
Many companies hire multiple search firms in their efforts to find top talent. Typically, the search firm with the best candidate — and often the one with the lowest placement fee — gets the prize. And because most recruiters are paid on commission, more placements means more earnings.
Recruiters Have Dry Spells, Too
But what happens during the inevitable dry spell? That’s where having a thick skin and mental toughness comes in handy, especially when phone calls and emails aren’t returned, the candidate’s interview is a bust, or worse — the candidate is a no-show.
I can often tell when my recruiters are having a tough time, particularly the industry rookies. Shoulders slump, smiles diminish, and they look worn down. Danny, one of my many talented recruiters, had a few months where he was in full-blown rock star mode. He had multiple placements; several word-of-mouth referrals had paid off — he was killing the game! But then August hit and … nothing.
“I had a few things in the pipeline but nothing solid at that time,” said Danny, who places candidates in the financial industry, investment banking and private equity. “One candidate was declined, and one position was postponed until the next year. There was lots of uncertainty.”
But recruiters have to be careful. During these dry spells is when self-doubt creeps in. You may wonder if you’re still cut out for the job, or if you’ll ever see the same level of success or greater. And, you will likely ask yourself, “What am I doing wrong?”
But here’s what separates the cream from the crop: being relentless … tenacious … a fighter. And, understanding that “this too shall pass.”
How to Stay Motivated
Danny said his “placement drought” lasted longer than he expected, but he knew he had to grind it out. And, he reassessed what he was doing right.
“I had to rely on all the things I did when I first started out in recruiting. I got back to the basics,” he said. “And, I stayed true to who I was — I went back to the same strategies that have always helped me stand out from the competition.”
He also does things outside of work to stay motivated and grounded, like doing early-morning yoga three times a week as well as reading a daily motivational.
“Prayer and exercise — it’s like my breakfast in the morning,” he said.
As for other struggles that come with the job, some of those can be managed on the front end. Danny’s advice:
· Stay involved with both client and candidate from start to finish. Candidate and client control can be challenging, and sometimes they each want to go renegade. But never get left out of the loop.
· Stick to the plan. You have to be mentally and financially prepared for the sacrifice that comes with a commission-based job. Have a 6-month to 1-year financial plan in place, if possible. Develop a realistic budget that works for your household and stick to it.
· It if doesn’t fit, don’t force it. Every once in a while, you’ll come across a client or candidate who is not the right fit. Have the courage to speak up if that’s the case.
My additional advice for newbies and long-term recruiters is this: Take every thought captive, ignore the self-doubt, and push through. Also, buckle up, because the road will get rocky. But in the end, it’s worth all the effort.
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 also is a member of various professional organizations that help address the disparities in hiring among traditionally underrepresented groups.
