Growing

ROI is coming to a crossroads.

Oct 2007 was our best month in history.

We are currently working with at least 8 active clients, 7 of whom are former placement clients (which means good clients). We have a total of over 50 open positions with those firms. And I just picked up 4 more assignments with a new client today.

It's time to grow.

We've had some sub-contractors working with us part-time, but with this much business, we need to start thinking about some full-time help. The question is: what kind? An experienced full-cycle recruiter? If so, can I find someone I will be comfortable with handing off some of my near and dear clients? (not so sure about that). If I hire someone with their own niche, that's great, but it doesn't help me with my work load. How about a junior person? but then we'd be sort of developing into the split desk, account rep/recruiter setup that I've blogged about before. How do I do that and maintain the quality of the process and connections with the candidates (you get a lot of intel from them)?

I'll be more content to maintain the status quo, rather than hire mediocre people, or create a revolving door, that will diminish the service my clients have to come to expect. I can make a good living doing continuing to do what I'm doing. In most respects, it might be less of a headache to leave it be. But it's hard to say no to more business if the business is there.

It's really all about finding the right people, and keeping them!

Candidate Stretch vs. Client Comfort: The Match

Career-minded candidates are generally looking for 'growth' when seeking a new position. Clients are generally looking for someone that can do a particular job. The easiest way for them to find that someone? Find someone who already has. But that means that for the candidate, it's the same 'ol, same 'ol, right?

Not all candidates look for growth. Some like that status quo. But by and large it is in both the candidate's and client's interest for there to be some challenge in the new opportunity. It motivates the candidate and gives them a sincere reason to learn, and grow and develop.

The trick is to find a position that is a balance of growth and familiarity.

I frequently run into candidates who are overreaching, sometimes a lot. Sometimes they are unemployed. Usually, these candidates overreach what I call 'sideways', not too much in terms of money or title, but too much out of their area of expertise. They want to be considered for everything.

Others overreach in terms of title or salary, frequently trying to talk their way into a position before they even know what it's about, simply because the title sounds enticing. Most of us could manage to do a lot of things we've never done before if absolutely necessary, but that doesn't make us the best candidate.

One of the marks of a top notch professional is self-knowledge or awareness. You should know your own strengths and weaknesses and have a good sense of what's appropriate for you at the current stage of your career. Reaching for what is inappropriate makes you appear desperate or unrealistic. Reaching for a comfortable stretch shows confidence, intelligence and thought.