The critical position for which you are recruiting has been open longer than anyone likes. The issues and challenges that the hired candidate will manage are an increasing burden on the already short staff. No one wants to say so but people are muttering that this person must not exist. You are starting to have a growing sense of futility in your best efforts. Those directly affected by this open position are turning up the heat.
You might say that this all makes no sense. After all, finding a person is what you do, right? So why then, is most of what worked for years simply failing now? The cause is inarguable. The impact of this talent shortage is long-term for some. It is an opportunity for others. We are all subject in our best efforts to the conditions under which we apply them.
You may wonder if you somehow missed this on CNN or around the coffee pot. Fact is, It has been staring at us for 27 years and we have ignored It or let It go unnoticed. This is what It is: a serious shortage of professional talent. How could this be? It is a simple math problem; Baby-boomers are 76MM, Gen-X is 38MM (1/2 as big as the Boomers) and Millennialís number; 74MM (nearly as big as Boomers). It leaves employers with the challenge of competing for talent. The U.S. Industrial economy has been based and built upon a population twice as large as It is. The U.S. Department of Labor reports an unemployment rate among professionals of only 3+%. That is about statistical zero.
Many employers continue to pursue critical talent with paradigms and practices forged in a much larger talent pool. Many job boards and their capacity to satisfy talent requirements are falling far short of expectations today. Web-centered recruiting is failing to rope in passive candidates. Gen-X reports a huge complaint as recruiters often besiege them to the extent that their work now suffers. The old technology tools will not be more effective if we just use them more than before. A surgeon using an old dull scalpel and cutting harder would be accused of malpractice. Are we using the wrong tools and practices?
Try picking up the phone. Call employers. Learn about them first. Sell your process. Call source companies, get past obstacles to connect with candidates, recruit directly. If you see that this makes sense, you also recognize that itís the phone keypad, not the keyboard alone that makes you successful in 2014.
If you feel unable or inexperienced at using the phone as your primary conduit to success, seek out the training you need from those who are NOW at a desk and have already made the transition to recruiting as a contact sport. Check out: www.RecruiterElearning.com
Doug Beabout, CPC, CSP