Monthly Archives: May 2014

Pigeon Recruiters and the race to Game of Thrones, Flea Bottom

PigeonsFor many recruiters it’s tough out there despite the changing tides of the economy apparently. The pace of adaptation is rampant across the commercial sectors and there is undoubtedly a disconnect somewhere between the companies who use recruiters and recruiters themselves. In essence pro-active collaboration where a customer and a service provider work together to truly understand a need and then to establish a solution has fallen by the way side. In many areas chaos has ensued and the end result is almost a race to the bottom to see who can do the least for the least. Before long much of the recruitment industry will reside in Flea Bottom.

But this isn’t a new and shocking revelation. This has been blatantly obvious for over a decade. So what has been the recruitment sector’s answer to this decreasing lack of faith in its ability to provide value and to resolve the pain many companies feel in probably the most time consuming and costly activity many of them engage in, recruitment? A quick look around and the answer is clear. The vast majority of the industry decided to dumb down. No industry cohesion to improve quality, drive up service levels and to increase the capability and therefore the expectations. No, almost as one across the board the vast majority of the recruitment industry adopted the stance of those cute cuddly but often baffled lemmings and all held hands and walked off the cliff together.

As corporate buyers embraced lower levels of service with lower expectations and accompanied these with lower deliverables the move towards ever decreasing fees was inevitable. The recruitment industry unbelievably couldn’t wait to embrace this commercial virus with open arms, rather like a heroin addict stops complaining about the quality of their supply providing they have a supply, any kind of supply regardless of the consequences. All morals and ethics discarded to feed their habit.

When I first joined the recruitment industry I worked for an independent company in Leeds called Link-up. It was mandatory that within the first 6 months you attended 2 training days per month at Head Office. This was complimented by in branch training led by Managers or Regional Directors. You had to demonstrate in live situations such as client meetings, candidate interviews, issue resolution and role play scenarios that you had acquired and adopted these skills to a certain level. This was enhanced by external training and coaching on skills such as Public Speaking, Power Point Presentations, Interview Coaching, Spin / Solution Selling, Creative Writing and so on, skills which most recruitment firms today would scoff at. How many invest this amount of time and money into new recruiters today?

How many recruiters actually focus on providing a solution? When was the last time you invited a recruiter into your office and they explored your business, its processes and suggested an approach or a solution and gave you alternatives demonstrating the pro’s and con’s as to what the advantages and disadvantages of each were? When was the last time a recruitment consultant actually showed any inclination to consult? When was the last time a recruitment consultant told you that you didn’t need to use a recruiter, you needed to do something else instead or offered to drive internal recommendations or similar for free?

Or did they just agree to sign anywhere at any expense and grasp that job description and vacancy requirement as quickly and eagerly as possible like a pigeon scrambling for that last bit of corn?

Do your recruiters inhabit Flea Bottom or Kings Landing?

Advertisements