I can only share my experience with you. Because our business is based on conversations, I am at the forefront of talking with hiring managers and candidates. Recently, I have found a few patterns that I would like to share with you;
Return of candidates to the market
The term "Candidate Market" has been widely used over the last few years. Things are starting to change, well, slightly.
I have found an increase in candidates back in the market. But are they the best candidate (purple unicorn) for your business?
Candidates have been asking for a $20K base salary uplift for so long. Not with good reason, extra duties or even a promotion. Just because it was a candidate Market and as the employers needed the resources, many of these higher salaries were provided.
The candidates asking for well above salary expectations are now being released back into the market. In some cases, the employers accepted their demands, knowing that there would be a time to let them go.
Another area in which candidates enter the market is through redundancies. When industries have an uncertain future, they start to release some of their mid-to-senior managers, who will always have no reflection on their performance. However, they also begin to release their team members who may not be the best fit for their business. Like the best fit for their business, they may not be the best candidates for your roles.
Ghosting
I read an article in the Daily Mail. It said that 79% of candidates aged between 19 and 24 have admitted to Ghosting when invited to an interview. That is no surprise to me; I would even say that all generations have done this over the last 18 months.
Every conversation with hiring managers confirmed that so many candidates apply for the roles and then ghost them, not to mention the successful candidates who agree to start their new role and don't show up.
Less Jobs?
Job adverts fell by 2.3% in February, according to today's seasonally adjusted internet vacancy index (IVI), published by Jobs and Skills Australia.
50% of companies confirm they are having difficulty finding candidates, according to Job and Skills Australia's Recruitment Experiences and Outlook Survey (REOS) of 1,000 business owners.
I have found that hiring managers are struggling to get more engaged with the whole recruitment process. Let's face it, they do have a full time day job as well. Some have expressed to me the frustrations of working with internal Talent teams because they need to understand every role within their business, which can make them a Jack of all Trades and an expert of None. This is easy with a few roles at a time, but some internal Talent teams have as many as 30 or more open roles across the whole business at any one time.
Candidates report the lack of recruitment etiquette, never hearing a thing once their resume has been sent. One recently advised me that he will no longer consider an organisation due to this. They have applied twice and have not even received an acknowledgement email.
Our recruitment process
If you know me, then you know I like to have a structured process and let's face it, if it works, then keep doing it.
At Network Consulting, I lead meaningful conversations to understand the needs of our clients and the best-fit candidate or as we like to call them, their purple unicorn.
We use tried-and-tested search resources to find the best candidates. Sometimes, the best ones are not in the market and have not even drawn up a resume. We delve into the whys and what happened to ensure the best cultural fit.
I often visit the place of employment to gain an understanding of my client's culture as an employer and the culture of the business and team.
We represent our clients as employer brand ambassadors. I get to understand the business and its motivations and use employee engagement methods to attract the best candidates.
I work closely with both the client and the candidates, mainly to take some of the responsibility for the process and alleviate some of the stress for the hiring manager. But more critically, I try to ensure the candidates are engaged and going to turn up.
Jump on our website to learn more about me, or get in touch. Talking is what we do. www.networkconsulting.com.au
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