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Welcome back to the Recruitment, Marketing and Sales podcast. Today we’re joined by Cheryl Winger, an expert in recruiting recruiters. With 25 years of experience, GSR2R partners with the recruitment market in two primary ways: recruiting recruiters directly and helping businesses bring recruiters in-house using their proven methodologies. Rather than being just a traditional recruitment agency, they position themselves as true partners in hiring, focusing on attracting, bringing in, and retaining the best talent in recruitment.
The Current State of the Recruitment Market
The recruitment market has experienced significant changes this year. It’s been challenging, with businesses reporting personal best months followed by market slowdowns. The lack of consistency has been a notable feature of 2024. Post-Covid, we’ve seen more changes in the recruitment market than in the previous 25 years. What’s particularly inspiring is how recruitment businesses have adapted by exploring new sectors and expanding their services to existing clients. Instead of solely relying on current revenue streams to meet budgets and targets, they’ve innovatively sought new approaches.
The landscape is evolving when it comes to attracting recruiters. Previously, getting recruiters through the door was the primary challenge, but that’s shifted. People tend to move more in challenging markets, with recruiters keeping an eye on competitors’ activities. The current challenges revolve around balancing hybrid working arrangements – managing what business owners want versus team preferences, especially when bringing in new people.
The Changing Nature of Business Development
A significant challenge in hiring is finding people skilled in business development. Many companies got out of the BD habit during the post-Covid bounce-back when things were flourishing. Interestingly, recruiters who joined the industry in 2021-2022, now with three to four years of experience, may never have needed to do BD or received training in it. Some are resistant to it now, forcing businesses to buy in that experience at a higher cost.
The success in today’s market requires a combination of great recruiters and effective marketing. Companies need excellent 360-degree recruiters who bring networks and can attract new clients. The marketing aspect has become increasingly crucial, working hand-in-hand with business development efforts to create comprehensive success strategies.
Understanding and Working With Generation Z
By 2028, 42% of recruitment market employees will be Generation Z. This presents both opportunities and challenges. Gen Z has received some negative press in the recruitment market, but they bring valuable qualities. Over 50% have side hustles alongside their main jobs, demonstrating entrepreneurial spirit – exactly what the recruitment industry needs.
It’s important to note that Gen Z employees could already have 6-7 years in recruitment, potentially serving as recruitment managers and team builders. They’re not just entering as trainees; many are well into their recruitment careers. They’ve experienced both normal market conditions and the recent upheavals, making them valuable potential hires with established networks.
The Evolution of Workplace Flexibility
The Covid-19 pandemic fundamentally changed how recruiters view workplace mobility. Traditional commuting patterns are being questioned, with many valuing work-life balance over office presence. While some companies maintain strict office attendance policies, others are adopting varied hybrid models based on individual needs while maintaining online community engagement.
This flexibility extends beyond just location – it encompasses working hours too. The challenge lies in balancing the needs of different generations in the office, as leaders must bring together varying work styles and preferences. This becomes particularly crucial when attracting new talent, especially Gen Z, who view flexibility as a standard rather than a perk.
Key Strategies for Successful Hiring in 2025
When planning recruitment strategies for 2025, three key elements deserve focus. First, develop a comprehensive hiring strategy beyond basic attraction methods. Consider which generation you’re targeting and ensure your culture aligns with their needs. Evaluate your market offering and what distinguishes you from competitors.
Second, implement a robust interview process focused on facts rather than feelings. Many hiring mismatches stem from inadequate interview processes rather than candidate misrepresentation. Ensure your process thoroughly vets candidates against specific criteria and company needs.
Finally, recognize that high-performing recruiters are more likely to move in challenging markets than in prosperous ones. If you’ve identified potential talent in competitor companies, now is the time to initiate conversations. Even if you’re not ready to hire immediately, building relationships with potential recruits can pay dividends when you’re ready to expand your team.
The recruitment industry continues to evolve, with successful companies adapting their approaches to meet changing market conditions and employee expectations. By focusing on these key areas and maintaining flexibility in approach, recruitment businesses can position themselves for success in 2025 and beyond.
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