Many years ago, Steve Heiman, the co-founder of the sales training company Miller-Heiman, developed a model for thinking about change.The model was built to help salespeople understand how decision-makers would potentially react to sales proposals.Heiman observed that people generally fall into one of four change modes:Growth Mode: The perception that there is a hopeful difference between today’s reality and the potential for short-term gains. Something needs to be done to reach the potential.Trouble Mode: The perception that today’s reality will soon deteriorate. A person in this mode has anxiety about the difficulty looming on the horizon. Something needs to be done to avoid the trouble ahead.Even Keel Mode: The perception that there is no difference between today’s reality and what will be accomplished in the months ahead. “Rocking the boat” is risky and unnecessary.Overconfident Mode: The perception that growth and prosperity are inevitable.If you think about these concepts from a recruiting perspective, the definitions apply.Prospects who are in a Growth Mode or Trouble Mode have a higher likelihood of making changes.Prospects who are in an Even Keel Mode have a much lower chance of making a change.And candidates who are Overconfident have very little chance of making a change.It only makes sense to focus your recruiting efforts on those who have the highest chance of making a change.Here’s the good news—the ranks of those in Trouble Mode have greatly increased in the last 8 months.Recruiting opportunities abound.