The San Diego Union-Tribune ran a story reporting that industrial and organizational psychologist, Dr. Bruce Katcher's has identified the list of what he calls the "Seven Universal Complaints of Employees."

The San Diego Union-Tribune listed Dr. Katcher's Seven Complaints as:

· There's no job security here

· I don't trust management

· There's too much work to do

· The pay is too low

· Communication is poor

· I don't have enough balance in my life

· I feel under appreciated

How can recruiting professionals use these frustrations to their advantage? Recruiter.com asks this question from the perspectives of permanent, temporary and corporate/human resources recruiting professionals.

The interesting proposition for Recruiter.com in addressing this issue is that third party recruiters view this quite differently from HR/corporate recruiting professionals. This goes to the heart of the traditional tension that has exists between those professionals in the human capital supply chain outside and inside the organization.

All recruiting professionals understand the basic source of the tension--right? If you are a permanent or even a temporary recruiter and you are referred to or sourced to an unhappy employee, you are already 50 percent on the way there in interesting them into the next opportunity. And if you are a corporate recruiter working within a human resources department, the idea that you have an employee who is unhappy and is considering leaving your organization is always unsettling. You may have brought them into the organization. You may now have to replace them.

But times are changing. The roles of recruiting professionals are once again is transforming. This transformation will increasingly see permanent and temporary recruiting professionals working to assure that the candidates they are placing are right for the job.

Was this always the goal? Certainly, but in the boom that was the last decade "fit" was often a secondary priority. Yes, the role of the recruiting professional is changing. The trend is towards a more consultative model where both permanent and temporary recruiting professionals take steps to assure that the candidate they are sending out is right for the opportunity.

On the corporate side, while human resources generally are responsible for management of the overall satisfaction of employees, managers are paying more attention to their team. The cliché that a company is only as good as its employees is not only true, but it is an imperative to survival in tougher times.

The recruiting industry is changing. The criteria for making a placement are changing. The criteria for hiring are changing. For the recruiting industry, the future is both certain and uncertain. For recruiting professionals what is uncertain for them is the methods, professional processes and general approach they will use in making placements and hiring team members.