How to Succeed as a Recruiter in the Future

Nice to be back! Have not posted anything in about 18 months but after a lot of turmoil and changes I am back with a re-brand of my blog and a new emphasis on where recruiting is going in the future. I thought it might be a good idea to re-hash some points from my previous posts, some going back 2 years, in order to illustrate that we have seen a sea-change in our industry and we must adapt to it or be left behind.
Specialization was an early theme and this has only become more urgent. Clients will pay a fee for someone that they cannot get to. However, with stronger corporate recruiting groups, LinkedIn (and LI Recruiter) etc., Recruiting professionals must become experts in a very narrow focus of specialization where they attract people because of their knowledge and know-how. The transition in Canada to big staffing/RPO/VMS contract vendors and small, boutique shops is basically complete. For a small boutique shop to prosper it must develop a laser like focus (where industry, technology, or role specific) and become known as the “Go-To” firm when a certain type of professional is needed.
So how do we move forward? Clients will always pay a fee for that individual that they cannot source through their own resources – no matter how extensive. As a Recruiting Professional your value statement must be that you are a demonstrated expert in a narrow field, have a talent network (beyond LinkedIn) that is not available to anyone else and that you can bring those candidates through to the hiring phase. There is your value (not database, not interviewing or reference checking – everyone does that, or they should be). Once your client’s see that this what you as a Recruiter brings to the table then it will be far easier to work with less competition, more exclusives or retained business and you will be able to add immense value to your client’s organizations.