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&lt;p&gt;The prognostications of recruiting experts have been cast, and there is agreement among them. The Great Recruiting War of 2011 is a comin&#39;.&lt;/p&gt;&lt;blockquote&gt;&lt;p&gt;&amp;ldquo;All bets will be off as we move in earnest into a post-recession economy. We can expect to see unprecedented hiring skirmishes between rivals and all-out coups as the war for talent heats up again. And potential candidates will be less passive in their job search approaches and negotiating as the pace of hiring quickens. While online resources will continuously offer employers new and innovative ways to connect with these potential candidates, the good old-fashioned art of schmoozing and networking will be more critical than ever.&amp;rdquo; &amp;nbsp;&amp;ndash;Lorrie Lykins, i4cp (Institute for Corporate Productivity) managing editor&lt;/p&gt;&lt;/blockquote&gt;&lt;p&gt;Lykins and other (possibly less combative) recruiting experts were asked for their opinions on the shape of this year&#39;s labor market. The consensus forecast seems to be that while job growth will retain a pace of slow, dithering ascent (2.2% growth in NY Metro&#39;s financial industry), corporate recruiting activity will be vigorous. &amp;nbsp;&amp;nbsp;&lt;/p&gt;&lt;p&gt;Their detailed opinions can be found in the most recent issue of the &lt;em&gt;Journal of Corporate Recruiting Leadership&lt;/em&gt;, which requires a paid subscription to view. Luckily, &lt;em&gt;ERE&lt;/em&gt;&#39;s Todd Raphael is a subscriber and was kind enough to post some excerpts. Here are a few (subheadings mine).&lt;/p&gt;&lt;p&gt;&lt;strong&gt;Like at a Buffet, More Choices Makes it Harder, Not Easier:&lt;/strong&gt;&lt;/p&gt;&lt;blockquote&gt;&lt;p&gt;&quot;Finding people in the right place with the right skills will not necessarily be easier in this over saturated labor market. In fact, it may be more difficult.&quot; &amp;ndash; John A. Challenger, CEO of Challenger, Gray &amp;amp; Christmas&lt;/p&gt;&lt;/blockquote&gt;&lt;p&gt;&lt;strong&gt;The Decline of &quot;Do More With Less&quot;&lt;/strong&gt;&lt;/p&gt;&lt;blockquote&gt;&lt;p&gt;&quot;Productivity is up, but firms cannot live on productivity gains forever. They will have to hire as output, albeit slowly, expands. Firms that start their recruitment the earliest will have their pick of the best and the brightest. Those firms will get not only talent, but also grateful team members.&amp;rdquo; &amp;nbsp;&amp;ndash;Jack Worrall, Rutgers professor of economics and chair, College of Arts and Sciences&lt;/p&gt;&lt;/blockquote&gt;&lt;p&gt;&lt;strong&gt;Bad Employer Karma&lt;/strong&gt;&lt;/p&gt;&lt;blockquote&gt;&lt;p&gt;&amp;ldquo;Many candidates have a residual cynicism from the way they were treated during the recession. While poor candidate treatment by companies is nothing new, a person&amp;rsquo;s experience during difficult times tends to be magnified to them as opposed to when times are good. As a result, people remember how they were treated over the last couple of years, and I&amp;rsquo;ve seen employer brands suffer. I suspect companies will continue to try to rehabilitate their personal brands through improved candidate care&amp;hellip;&amp;rdquo; &amp;nbsp;&amp;ndash;Jeremy Eskenazi, Riviera Advisors&amp;nbsp;managing principal&lt;/p&gt;&lt;/blockquote&gt;&lt;p&gt;[ERE.net]&lt;/p&gt;

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