Recruitment Today!

Fiona MacKenzie

The market has picked up across most industries and business confidence is rising but candidate confidence may still be lagging behind. Many are hesitant to make a change whilst there remains uncertainty in the market. There are a lot of ‘what ifs’ still, which is keeping many already in a job from making the move to a new role.

Early retirement

Some older workers who were made redundant during the pandemic have simply retired rather than face the struggle to find a job = a huge number of experienced workers leaving the market.

Industry side-stepping

A number of workers made redundant from industries that were particularly hard hit by the pandemic have found jobs in other industries, leaving yawning gaps in the ones they left behind. Travel is one such industry that was left reeling. Some travel industry workers have re-trained or used their transferable skills to enter industries with a high proportion of jobs and/or offering career stability.

Extra training and post-graduate education

Retraining and up-skilling is certainly not a bad move but if it’s not being delivered on the job, it can temporarily take workers out of the job market and possibly permanently out of their previous industry. There has also been a rise in graduates staying in higher education to complete a postgraduate degree. Gaining a more competitive edge and the prospect of a more positive job market means less graduates than usual entered the workforce over the past year and a half.

What can recruiters do?

Recruitment needs to adapt to the changing market and evolving candidate preferences. Really think about what the ‘must haves’ are in the job and what could be negotiable. For example be flexible in what you expect from candidates when it comes to training and qualifications.

Understanding what candidates are now looking for, what drives their search, is also important. The option of flexible working where possible (both in terms of time and a work from home/office mix), holistic benefits rather than materialistic perks, and a caring culture top the list. And focus on your candidate experience – attracting talent is just the first step, you need to respond quickly, avoid making the process too lengthy and laborious and keep the candidate engaged and updated throughout.