2. Hiring process lengthening HR getting in the way Offers not attracting the candidates Offers going out, not being accepted Retention rates dropping Hiring Manager’s frustration levels are high due to no candidate flow HR are getting more recruiters involved due to lack of talent flow

3. Candidates accepting counter offers Recruiter loses control – candidate takes control of process Candidates have unrealistic expectations of offer Candidates fielding more than one offer

4. Significant Market Shift is starting to happen Market Shift in 2001/2002 - 42,000 recruiting firms in 2000 - 17,000 by end of 2003 Market Shift in 2007/2008 - 75 Million Baby Boomers Retiring - 53 Million X Gens in the Market - That Leaves “ 20 Million shortage” - 10 Million more jobs than Talent by 2011 This market shift will have a greater impact than at any other time in recruiting history

5. Client Companies will need to change: They will aggressively lose market share based on talent. Recruiting organizations will have to change: New tactics for a radically different market. Organizations unwilling to change will not survive this Market Shift.

6. Develop Strong Exclusive Partnerships with your Client Companies. Help your Clients develop a strong Employer Value Proposition Help your Clients develop a effective hiring process for this market Help your Clients understand that they cant use a one size fits all mentality in this market Help your Clients understand and develop a Strong Brand Identity in the Talent Pool Develop a networking system to keep in touch with the talent in the market

7. Set expectations up front Understand their “dream job Sell their Achievements Get exclusivity on taking them to deals (sign a contract) Develop a long-term partnership throughout career Establish Communications on a monthly basis w/Talent Pool Re-qualify every time you talk.

8. Only take good work –You can fill it –Exclusive or retained –Set expectations up front –Defined and agreed-to hiring process “in writing” –Compensation is flexible for the right person –You are working with Hiring Manager Work only with Organizations that want to partner with you

9. Instead of filling openings, agree to bring “A” talent to the table for all positions Get ahead of the transactions – become that trusted advisor Work with Accounts on Multiple Openings versus Single openings Get good at weeding out bad searches Set expectations on how you work up front –With clients –With candidates –Both parties must understand ramifications View yourself as a “Talent Agent”

10. Develop life-long relationships with the “A” players Get good at bringing “A” talent to the market – Impact Player approach Don’t get married to bad searches – determine parachute time Don’t be afraid to fire a candidate or client Be professional in relationship (Call back and follow up) Stop relying on Job Boards – use direct recruiting tools such as Linked-In, Xing, etc.

11. We have to change. Remember: –Become that trusted advisor to clients –Don’t take bad work –Set Expectations up front –Develop that “Talent Agent” mentality with Candidate –Know Thy Candidate –Develop those lifelong “A” player relationships –Develop a System to Keep in touch with Candidates Monthly

12. Jon Bartos Jonathan Scott International 5700 Gateway Boulevard, Suite 400 Mason, Ohio 45040 www.jonathanscott.com (513) 701-5910 jon@jonathanscott.com