As a recruiter myself, I spend a goodly portion of my time helping the firms I recruit FOR develop programs, methods, techniques, (insert adjective here), whatever, to increase retention and reduce churn. Basically, even though I recruit FOR them, I try to help them become recruiter-resistant, and it’s NOT through BLOCKING techniques. . .that’s the craziest thing I’ve ever heard.

Why? Because all of these things are temporary fixes, they’ll never work forever anyway, and there are already go-arounds. . .I know, because I have a go-around for every one of them.

A better idea is to fix YOUR firm so that YOU become recruit-resistant. Let me give you a real-live example. The reason I don’t leave is because my boss has made it really REALLY hard for me to leave, and here’s how:

1. I am paid very VERY well. In fact, we have frequent reviews to insure that we’re paid at the very top of the industry. In addition, we have additional bonus opportunities on top of our ‘top of the profession’ pay. Nobody pays better, so the grass isn’t greener anywhere else. There are no limits on my income, except insofar as those I create myself.

2. I have the ability to set my own schedule. Within very WIDE margins, I work when I want, subject to the needs of the business, not my boss’s whims. I work to the needs of the clients, as it should be.

3. Meetings are short, direct, and to the point, and don’t consume much of my time.

4. I have one direct reporting line. . .my boss is THE boss. I can see him whenever I need to, unless he is involved with a client, or engaged in a task. He doesn’t bug me, and he doesn’t look over my shoulder. Neither does anyone else.

5. Clients are subject to review, and a client can be fired when they are no longer of value to the firm. We are expected to give value to clients, but we are not expected to take abuse. If clients don’t add value to the firm, they do not continue as clients.

6. The rules are simple, and so is the work. Come in, do your job, work hard, go home, get paid, celebrate wins, mourn losses, and move on to the next challenge. That’s it, that’s all.

There’s more, but basically, it’s simple, direct, understandable and pays me very well. The only way the work could be better is if I could sit around in my underwear, drink beer, and watch TV, and STILL get paid. If that isn’t the offer, there’s no way I’m gonna get poached.

Blocking strategies aren’t necessary when you’ve set the job up correctly, and you don’t need 15 points to see that. When you humanize the job, put in the required elements, and simplify the design, you won’t need to block poachers. . .the blocks will create themselves. I get two to three offers a week, sometimes more, and at every event I go to. . .my JOB itself is the best block of all. Strategize that.

I also think that once employees learn that efforts are being made to block their outside contact, a negative impression is made in their minds about maybe other things are being hidden also.

John, you’ve done a good job at listing several of the most common, well worn trails leading a recruiter into a company and I think corporations should thank you. I also think some HR managers might be feeling a bit paranoid by now.

Please understand gentle readers, that if a recruiter really knows their trade and understands their industry, there is very little you can do to stop them from inching their way in. There’s just too much information available from all types of sources.

Human nature being what it is, I also think the more forbidden you make us, the more appeal we will have to your people.

Reverse engineering is a wonderful thing…
Thank you Dr. Sullivan!

;)