Recruiters come with a variety of skill sets. Do they have these three key skills? Watch and see.
Does the picture above look familiar? Do you remember as a kid climbing up the first time climbing ladder to the high dive? That feeling when you reach the top, and you start walking very intrepidly to the end of the board? Do I jump into the pool 10-15 ft below and enjoy the thrill of landing in the pool or do I go back to the ladder to climb back down where I will be safe?
After spending the last 20 years in HR and Talent Acquisition, I have decided to leap into the pool from the high dive. Am I nervous and scared? Yes. Am I afraid I will not be successful? A little. No, a lot. However, that is OK. The fear of the unknown motivates me to grow a business with a positive impact on organizations. Fear is a funny feeling – it is actually exciting, out of the ordinary, skies the limit and so on. I am ready.
I’m Taking the Leap. The unknown for me is …starting my executive search and recruitment consulting organization called merely MMGoldberg. Nothing fancy, just me. The reason – there is a considerable need to improve the skills of current corporate recruiters who still take the post and pray, paper pushing, order taking approach (not all but quite a few). The "aha moment" came when I worked for my previous employer as a consultant. My clients were too dependent on their ATS and had no idea where or how to begin to be strategic. Once I sat down with them and discussed how to be proactive versus reactive in their strategies, I found that they were less dependent on their systems to produce candidates.
Could I go back to Corporate Recruiting? Absolutely. However, the more I spoke with my peers and friends about the idea of starting my own business, the more excited I became. I also wanted to break out of my comfort zone of focusing more on sales, working with all sizes of organizations and the desire to make an impactful change with those organizations.
My mission: To shake up the status quo currently existing in recruiting departments and turn them into producers and business partners with the organizations they serve.
I have added another moniker along with @Superrecruiter – The Recruiting Concierge. Concierge, you ask aren't those the people who are in hotels? Yes, they are. Most of you probably do not know I was with Marriott Hotels before I decided to jump into HR and to recruit. I was always in the business of helping my guests by serving in Front Office Operations. My dream is to own my set luxury hotel somewhere in the Caribbean. While I cannot do that now (I heard you need money and investors for that), I want to offer the following recruitment-focused concierge services to my clients.
Retained Search for Operational Leadership (Manager Level up to COO) for Distribution, Logistics and Manufacturing organizations across the United States
Provide independent sourcing and contract recruiting services to organizations who need additional assistance
Provide recruitment related Training, Coaching, and Consulting to Talent Acquisition Departments and their leaders to ensure their success in all aspects of recruiting, sourcing, process/workflow, building partnerships and measuring results
Mark Twain said it best, “Strive not to be a success, but rather to be of value.” As I stand at the end of the diving board, my right foot in front of me… I leap forward offering lessons I have learned and providing value to those who need me and will make a big splash.
Help spread the word, share this announcement with your networks, check out my site and please feel free to contact me for any advice/questions and of course, referrals who may need my assistance. Off the board I go!
About Michael Goldberg: Michael is an experienced Talent Acquisition Leader with recruiting experience in Operations, Logistics, Distribution, Non-profit, Sales, and Event Management. He has worked for several $1B organizations turning their departments to highly functioning recruiting teams. Contact Michael at Michaelgoldberg@mmgoldberg.com.
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