Many recruitment firm business plans, just like personal New Year’s resolutions, often fall short. As owners of recruiting firms or leaders in executive search, we know the steps needed to succeed, whether it’s building better recruitment strategies or enhancing firm growth. Yet, like the resolutions we seldom follow through on, many of us fail to act on our business goals.

Let’s consider three straightforward steps for succeeding in a challenging recruitment market:

1. Commit to speaking with 15-20 people per day.
2. Schedule 3-4 first-time interviews each week.
3. Dedicate at least 45 minutes daily to improving recruitment and sales techniques.

These are clear, actionable tasks, fundamental to success in executive recruitment. But if the steps are so simple, why do most executive recruiters or firm owners fail to consistently implement them?

In his book Strategy and the Fat Smoker, David Maister examines why many professional plans, particularly in services like executive search or recruitment consulting, fall short. The reason isn’t a lack of knowledge but a reluctance to make necessary changes in behavior and discipline.

We Already Know What to Do

Most recruiting firm owners recognize their growth goals: “I need to make more marketing calls,” “I need to hire top recruiters,” “I need to hold my team accountable.” The issue lies in assuming that knowing these goals and explaining how to achieve them guarantees success. Yet, this is rarely the case. If awareness alone were enough, we would all effortlessly stick to healthy habits, effective relationships, and success-driven routines.

Too often, executive recruiters share frustrations with me about team members lacking effort: “I keep telling them to stay on the phone, make more calls, and study,” they say. My response? “How’s that working out for you?” And still, year after year, we repeat the same ineffective goal-setting exercises.

Why Don’t We Do What We Know We Should?

The main reason firm owners and executive search consultants fail to adopt beneficial behaviors is that the rewards are often in the future, while discomfort and discipline are immediate. Achieving growth in executive recruiting requires us to adopt consistent daily habits and resist distractions, like constant emails or easier tasks, that detract from long-term goals.

Humans are notoriously resistant to delayed gratification. Rather than commit fully, we often dabble in half-hearted efforts, losing momentum on our recruitment strategy when immediate rewards aren’t evident.

The Problem with “Trying” in Executive Search

Partial efforts yield little benefit. You can’t improve a business with a partial commitment to growth, and you can’t expand a recruiting firm without fully embracing the demands of executive search recruitment. When a firm’s primary objective is growth, but the team isn’t prepared to make real changes, goals become irrelevant and success elusive.

In the recruitment industry, especially during downturns, we often set lofty targets to feel a temporary boost, ignoring the real discipline required to achieve them. This is why most recruiting firm business plans fail—they lack resolve.

Commit to Lifestyle Changes in Executive Recruiting

Effective goal-setting in executive search goes beyond setting targets; it requires a commitment to lifestyle-changing habits. Instead of focusing solely on outcomes, ask yourself:

• What habits am I prepared to change in the long term?
• What lifestyle adjustments am I ready to make to achieve executive recruitment success?
• What fears am I willing to confront—be it call reluctance, fear of rejection, or the pressures of managing a firm?

These questions delve into personal barriers often overlooked in recruiting strategies. Goal-setting can be motivating, but it’s the ongoing discipline that separates top executive search firms from those that struggle.

Adopt Real Solutions for Executive Search Success

Every solution has its flaws, and every recruiting strategy has challenges, just like any lifestyle change. The key is finding a solution you can integrate into your daily routine and sustain over time.

In executive recruiting, there’s no shame in being competent if you’re not ready to commit to excellence. However, be honest with yourself, your team, and your clients. If full commitment to growth isn’t on the table, don’t set unattainable goals.

For those ready to advance in the executive search industry, meaningful results require the discipline to shift from simply “trying” to fully committing to daily practices, ongoing learning, and personal accountability. Only then can your firm’s recruitment strategy translate into measurable success.