With some 3 million people laid off in the last decade, you may be evaluating more candidates who are re-entering the workforce. But, how do you identify a "re-careerist" who is actually a motivated, well-prepared individual with the skills to measurably contribute to your company?

Hiring has gotten more complex. Mass layoffs swept out many talented persons along with others who were contributing less. Now, with a tight labor market, good candidates may be getting multiple offers, so you have to be more decisive, streamline your hiring process and anticipate the competition for the talent you select. In some job categories, more than 50% of offers are declined.

While companies have become more competitive by "re-organizing, re-engineering and re-locating", many workers are "re-careering." This not only involves finding a new job, but also learning new skills and a new mindset to succeed in a workplace that is expanding one moment and contracting the next. Re-careerists -- from managers to support personnel -- may offer some key advantages that are important in a fast changing workplace, such as:

• Less hand-holding and shorter learning curve.
• Willingness to re-train and make transitions on the job.
• Flexibility to work as a permanent, temporary, or contract employee.

Depending on their strategic direction, companies may seek to "re-tool" by hiring large numbers of people with new skillsets. So, a workforce reduction of 1,000 people doesn't necessarily mean a company plans to operate with 1,000 fewer people. Sometimes these same companies may simultaneously have me, as an executive recruiter, searching for people with these new skillsets, or new mindsets.

Presenting the best candidates for our clients involves first of all understanding the company's culture and actual needs. Sometimes this involves helping the hiring official understand and articulate the company's actual needs. Then it comes down to knowing where to look. Many of the best candidates are not actively looking for a job change. That is where we earn the title of recruiters. It also involves staying in contact with hundreds of others until they are ready to make a career move for the exact opportunity they have asked us to watch for.

Your human resources planning and proactive recruiting will continue as priorities in this turbulent labor market.