The Cost of Complacency-An Alarming Trend in Recruitment

So much recent change in the recruiting industry has increased my concern around the cost of complacency. I find it to be an alarming trend in recruiters who, at best, have enough time to manage their complicated workflows, overwhelming job boards, all with less team members to spread the workload. Recruiters are spending less time developing and honing their craft as in years past.

There's a paradox that often goes unspoken:

"Invest in developing your team, and they might outgrow your company. Neglect their growth, and they’ll stay."

This quote encapsulates a fear that haunts many managers and recruiters. However, the real risk is not in the potential departure of a developed recruiter, but in the stagnation that results from not investing in growth. Complacent recruiters can kill any hopes of creating a high performance recruiting team .

Let's start with some hard facts shall we?

• Employees who don't engage in personal development are 34% more likely to leave their jobs within a year.
• Companies lose an estimated $550 billion annually due to disengaged employees.
• Investing in self-development can lead to a 21% increase in employee productivity.

Complacency and a lack of genuine desire to hone one's craft is not just about career trajectory. There are hard dollars being lost daily because of this trend.

In this post, I want to explore the importance of self-development in recruiting, the pitfalls of the industry’s “influencer” culture, and how you can truly elevate your career by seeking out genuine growth opportunities.

The Real Risk of Stagnation

The recruitment industry is evolving at a rapid pace, and those who fail to adapt and evolve risk being left behind. There is a common fear that developing your team could lead them to leave for greener pastures. It has happened to every leader but I daresay, the greater danger lies in not developing them at all. A stagnant team is less innovative, less motivated, and ultimately less productive. Definitely not high performance.

This doesn't fall solely on the shoulders of recruiting leaders. Recruiters MUST own their own development. When recruiters don't invest in their own growth, they perpetuate this cycle of stagnation, missing out on opportunities to lead and inspire. This leads to an increased percentage of poor candidate experiences and a significant hit on your employer branding.

There are so many ways recruiters can own their development with the abundance of resources out there. When I meet with potential coaching clients, I find they want someone to just tell them what to do to be successful rather than putting in the work, or dollars to make it happen. I can count on two hands the number of amazing recruiters and recruiting leaders I would pay to have time with because I know the return on investment would be higher than what I would spend going to some random conference. (Not knocking conferences at all!)

The fact is, there are too many recruiting podcasts, newsletters from actual top performers, recruiting conferences and online communities for a recruiter to say, "I just can't find anything to help me develop." If you make the time and commitment, you will find the larger problem isn't finding material to evolve with, it's determining which one to start with.

The Influence of "Influencers"

Over the last 18 months, the recruitment industry has become plagued by so-called "influencers" who offer little more than humorous memes and catchy slogans. While these posts may garner likes and shares, they often lack substance and fail to provide actionable insights.

I am not some bitter old newspaper editor complaining about how readers now want their shit online. This comes from a place of concern for our industry. The old adage trash in trash out definitely applies here. With the amplification algorithms highlighting more of the memes and less of the substance, I remain deeply concerned about our ability to get to the real knowledge that's available out there.

The real experts—those with years of experience and valuable knowledge—are often overshadowed by the noise of social media. This creates a culture where superficial engagement is prioritized over meaningful learning and development. I read a post filled with amazing tips and new ways of approaching a search strategy that only had 2 likes. When I reached out to the writer of the piece and thanked them for the time they put into the article, they indicated it only got 400 some odd impressions.

That same afternoon, I saw three recruiting memes that had more than 85 likes and hundreds of comments. Don't get me wrong, I love a good industry laugh and lord knows we need them. But why do they seem to get more attention from recruiters than those articles or training opportunities that can truly take a recruiter to the next level.

Bonus, if you want an example of a real banger piece of content, check out this post from the one and only Benjamin Mena . I have read and reread this piece five times. That says a lot coming from someone with ADD! (BTW, he's definitely one you should add to your "real influencer" list!)

The Importance of Self-Development

For recruiters, self-development is a necessity. The most successful recruiters I have worked with are those who continuously seek to improve their skills, expand their knowledge, and adapt to new trends. This is why one of the 7 traits I write about in High Performance Recruiting is intellectual curiosity! This involves more than just attending webinars or reading articles; it requires a commitment to personal growth and a willingness to step outside of one's comfort zone.

Investing in self-development can take many forms, from formal education and certifications to mentorship and coaching. By actively pursuing opportunities to learn and grow, recruiters can position themselves as leaders in the industry, capable of driving change and innovation.

To truly excel in the recruitment field, it's essential to seek out genuine growth opportunities. This means looking beyond the surface-level content offered by industry influencers and finding resources that provide real value. One of the most effective ways to achieve this is by working with a coach. A skilled coach can provide personalized guidance, helping recruiters identify their strengths and weaknesses, set achievable goals, and develop a roadmap for success.

Coaching

Coaching offers a unique opportunity for recruiters to gain insights from experienced professionals who have navigated the challenges of the industry. By working with a coach, recruiters can gain a deeper understanding of their role, enhance their skills, and unlock their full potential.

I have the privilege of coaching a few recruiters and leaders who want to invest in themselves. I see my role as their coach as someone who helps them arrive at the best solution. I'm a guide, someone who asks questions like a four year old. Helping others achieve their high performance is one of my passions and unfortunately, not too many in our field are willing to take the time or money to invest in it.

I have a coach and they challenge me in ways that sometimes frustrate me. They ask questions I know I should have asked myself. They are my sounding board on major decisions and the coach who smacks me around when I need it. Is it worth the time? Yes. Is it worth the money? ABSOLUTELY!

Shameless Plug: If you're ready to take your recruitment career to the next level, it's time to explore the possibilities that coaching can offer. Investing in a coach is an investment in your future—a chance to develop your skills, expand your network, and achieve your career goals. Don’t let the noise of social media influencers distract you from the real work of personal and professional growth.

I invite you to consider working with me as your coach. Together, we can create a tailored development plan that aligns with your aspirations and equips you with the tools you need to succeed. Whether you're looking to enhance your leadership skills, improve your recruitment strategies, or simply gain a fresh perspective, coaching can provide the support and guidance you need.

Bringing it home...

If you have made it this far in the article and I have pissed you off, good. Maybe it's time you take a look at investing in yourself. If you disagree with the post, ask yourself, when was the last time you took time to level up. If the answer is over two months, you should probably spend that energy finding something that will help you become the High Performance Recruiter you were destined to be.

The choice is yours: embrace growth and risk the departure of a developed team, or remain stagnant and guarantee their stay. Investing in your own development will only enhance your skills and inspire those around you to do the same. Reject the superficiality of influencer culture and seek out genuine opportunities for growth.

Contact Me: Ready to transform your recruitment career? Reach out to me to learn more about how coaching can help you achieve your goals. Let's work together to unlock your potential and drive meaningful change in the industry. Click Here to get started.

There's finally an online course to teach Sprint Recruiting. I'm calling it my Sprint Recruiting Bootcamp. Click Here to learn more.