The forced shutdown of “middle class America” and beyond has impacted every industry.

My area of expertise, Software Sales, has seen a monumental reversal of fortunes for candidates applying for work. The supply of available talent trumps (no pun intended) demand for hiring all of a sudden! At the time of 9/11, the internet bubble was already bursting. The devilish terrorists just accelerated the inevitable. This time is different.

Scores of SaaS and related IT firms have chosen to freeze hiring requirements at best, and laid off large percentages of their workforce at worst. Thus, the employment equation has flipped on its axis.

But well-positioned Software clientele continue to get VC /PE funding and those companies plus hundreds of other financially stable, industry-leaders continue to hire. The big question is, does this new pool of applicants make for better selection and therefore better hires?

The answer from the desk of a veteran headhunter is, probably not. 

 

The keys to any successful job placement is in the process.

Inefficient procedures and sloppy communication tactics litter the tech hiring landscape. And it could be debated that more candidates just make for more mess.

For example, a Sales Management position I continue to see advertised on LinkedIn every week has attracted 240 (and growing) applicants. I know the hiring authority well. He has yet to return my call requesting an opportunity to submit one exceptional candidate's resume.

Why would he? He has 240 other resumes for his own internal recruiting team to screen.

 

Two factors rule recruiting excellence.

The eye and/or instinct of the recruiter and the ability of that search expert to manage the relationship between applicants and hirers. The art of courting talent has never been more neglected nor underrated, from my view.

 

So why pay a 3rd party to find quality personnel in this currently lopsided market? 

Because quantity never equates to finding top performers under any circumstances, consider this analogy. To get the quality you want, you must have the right chef in the kitchen mixing ingredient after ingredient, day after day, interview after interview. The truly intuitive chef serves as an intermediary between his menu and his ever-changing diner in a way no words can describe. But, oh how the results are savored for years.

The other factor to consider, is that this too, shall pass.

 

The great news is I've seen this movie before.

Twice. And the ending is always the same. The characters and the plot change. But the outcome is a well needed cleansing. I encourage everyone to focus on taking great care of their people, their processes and their critical partnerships as dynamic changes impact all of us.

And when fear rises up to distort your day, repeat this quote from the Allen H. Cohen (author of Happily Even After) “All problems eventually give way to blessings ".