Recapturing Your Recruiting Roots in 2025
“Wounds Heal; Scars Last”
–A Ten-Part Series–
Part One
Preamble
by
Bob Marshall
April 8th, 2025
For many of our recruiters, these last few years have been difficult, even transforming. They have prompted Recruiters to change, and not for the good. Recruiters have fallen in love with Sourcing, thinking that that is Recruiting, when it is only a part of Recruiting. They now want to live and die with emails and texts. And they never, ever, want to pick up the phone to make a marketing or recruiting call. After all, that is too “old school!”
To sum it up with the words from bestselling business author, Morgan Housel, “There’s a long history of people adapting and rebuilding while the scars of their ordeal remain forever, changing how they think about risk, reward, opportunities, and goals for as long as they live.” They have lost their roots.
Let’s take an objective look back at what we have recently endured:
First, and foremost, the traumatic, and life altering, COVID-19 Pandemic brought with it these pivotal changes that switched off established habits and customary behaviors and forced upon us the following:
*Remote and Online Learning
*Online Shopping
*Food Delivery Systems
*Remote Working Platforms
*Employees Working from Home
*Crypto Currency
*And finally, Artificial Intelligence (AI)
Now, I am just looking back a few years, but as you can see, the only constant here is definitive change.
A RECRUITMENT LIFE
In my recruitment life, I have weathered at least 6 recessions, all of which initially changed the way I worked and caused me to subsequently have to recapture my roots.
The first was the recession of 1980, when I began my career. Then the recession of 1981-1982; 1990-1991 (The Gulf War); 2001 (The Dot.Com bubble burst); 2007-2009 (The Housing collapse); and finally, 2020 (COVID).
During these economic bumps in the road, the economy became sluggish. Once agreeable hiring managers changed and developed a lack of urgency to hire. Candidates were either slow to move or were reluctant to pull the trigger. And most recruiters settled for whatever they could scrape together. Some of their best client companies demanded that they lower their fees. Then, when they did, the clients demanded longer guarantee plans. And then they wanted money back guarantees.
Candidates added to the confusion. They became prima donnas who demanded that they be treated as such…and our recruiters caved to that as well. They told each other that they were in a candidate-driven marketplace and that they all had to settle…and so they did. Is it any wonder that many of our recruiters became depressed about our changing profession and some even left it entirely?
Well, I am here to give everyone some GOOD NEWS!
Companies want to hire…need to hire. According to the ADP/Stanford Labs National Employment Report, which I refer to in each and every one of my monthly ‘BLS Analysis for Recruiters’, 2025 is unfolding with a re-birth not only in our service sector, but especially in our manufacturing sector, primarily amongst small and medium sized companies.
So, now is the time to come together, lick your wounds and begin the process of recapturing your recruitment roots. In this series, I will begin to help you with that process.
And that brings us to the topic of today’s discussion: domestication and how you got into your current predicament in the first place. In this ten-part series, we’ll explore how to recapture your roots with advice from some of the biggest billers in your industry!
For this series I have decided to publish this series on the next several Tuesdays. Here are the ten parts and the dates I will release each:
Tuesday, April 8 – Part One – Domestication – Part One
Tuesday, April 15 – Part Two – Domestication – Part Two
Tuesday, April 22 – Part Three – What Are Recruiters – Part One
Tuesday, April 29 – Part Four – What Are Recruiters – Part Two
Tuesday, May 6 – Part Five – Qualities They Must Possess – The First 8
Tuesday, May 13 – Part Six – Qualities They Must Possess – The Second 8
Tuesday, May 20 – Part Seven – Qualities They Must Possess – Big Biller 6
Tuesday, May 27 – Part Eight – David’s 12 Principles of Big Billers
Tuesday, June 3 – Part Nine – Bill’s Big Biller Checklist – The Strategic 5 Essentials
Tuesday, June 10 – Part Ten – Bill’s Big Biller Checklist – The Tactical 10 Necessities
How to Access Each Part of this Ten-Part Series
So, if you are ready to take your ‘first’ step toward recapturing your roots, then go to my website at www.themarshallplan.org and click on the Featured Articles tab.
The first article in the series, “Domestication – Part One” is there. Enjoy!!
Time to engage a Coach
I realize that taking that first step to engage a Coach to help you reach a higher level of production is not as easy as it sounds. After all, your training investment – and your time – are important and deserve every consideration. I share your feelings. I believe that how you approach your recruitment career matters…that you should get what you pay for, and then some…that you should enjoy your time with your Coach as you are benefiting from it…and that you should never settle for the ordinary.
So, for those of you who have been toying with the idea of working with a recruitment coach (and for those of you who have tried a coach, and it just didn’t work out), now may be the time to pick a coach who molds the training around the recruiter and not the recruiter around the training. In Coaching, as in Life, Flexibility is Key!
When considering ‘individual change management’, think of the theosophical proverb, “When the student is ready, the teacher will appear!” Only you can come to that decision point. If you are ready, so am I.
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Sharpen Your Recruiting Skills—On Your Terms—At A Fraction of The Cost
In today’s uncertain economy, staying ahead means continuously refining your skills. That’s why I’ve designed a new targeted coaching program—a flexible, efficient way to get expert guidance exactly where you need it most.
Instead of a full training program, these focused 30-minute coaching sessions let you choose the specific recruiting challenge or skill you want to improve. Whether you need help overcoming an obstacle, refining your approach, or mastering a particular aspect of recruiting, I’m here to provide practical, real-world solutions tailored to your needs.
Let’s tackle your biggest recruiting challenges—one session at a time, on your schedule.
Half Hour Call $250 Click Here OR https://www.paypal.com/ncp/payment/NZ834SUVZBQ3C
Half Hour Introductory Call $150 Click Here OR
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Books are Available Now!
Proven Strategies for Business Leaders and Service Professionals
Here’s a book review from a Tenured Recruitment Firm President…
“Timeless Classic!”
“I have been reading and purchasing Bob’s training materials for over 20 years. I’ve also had him speak with my office. In the book, Bob reviews his classics. Classics doesn’t mean old, but timeless. To be great at anything you must have a process for success. Bob lays out this process with his usual Bob Marshall candor and insight. I highly recommend the book to anyone just starting in the business or has been in it for 30+ years like me.”
Whether you’re leading a growing firm, launching a new venture, or building your independent practice, The Phone Rang will provide the practical tools and mindset shifts to elevate your business and achieve lasting success.
Specify which format you want to purchase (books can be signed or unsigned). For Paperback and Hardcover, add $5 each to cover packaging/shipping. (*Note: Get enough copies for your entire team; FREE packaging/shipping on orders over $50.) The link for the eBook will be emailed directly to you: eBook $9.99; Paperback $24.99; Hardcover $34.95.
Bob Marshall began his recruiting career over 45 years ago at MR in Reno, NV. In 1986 he established The Bob Marshall Group, International, where he has trained recruiters throughout the United States and also in the United Kingdom, Malta and Cyprus. With a dedication to executive recruiting, he continues to offer his proven training systems to individuals, firms, and private corporations both domestic and in select international territories. To learn more about his activities and descriptions of his products and services, contact him directly @770-898-5550/470-456-0386(cell); bob@themarshallplan.org; or visit his website @ www.TheMarshallPlan.org.
Bob Marshall
President
TBMG, International
247 Bryans Drive, Suite 100
McDonough, GA 30252-2513
770-898-5550
520-842-5550 (fax)
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