Thursday, 23 March 2017

Problems that every recruiter faces

The UK job market appears like a strange one at the moment. The facts and figures have been bounced around by the politicians for years now, and the fact is that there seem to be two factors at play-

• Unemployment has been steadily falling
• Wage growth has remained stagnant

This is an overview of the UK economy and different areas will face different challenges but the strange mix of factors such as these above, the fluctuating levels of immigration and the level of university graduates makes it a challenging market for companies looking to recruit. The politicians have a field day with these figures when each side thinks that the figures that support their argument and cause. But the truth of the matter is that the world operates in shades of grey rather than the black and white starkness of these headline figures.

Recruiters will always need to find quality workers that have focus and the skills needed to thrive in the role advertised. But it isn’t always easy to know where to look for these candidates. There has been a massive rise in recruitment agencies but they don’t all offer experience and knowledge in this area. Some just take instructions and then post an advert on a job site. This adds no value to the process - you can do that yourself. The rise of social media in advertising jobs will only exacerbate this particular problem in the short term as any Tom, Dick or Harry with a passing interest in recruitment will feel that they will be able to offer a service from their spare room, attracted by the low cost of starting up.

In some ways, the rise of so many websites that will advertise vacancies for you is a positive but the tipping point has been passed and the level of obscure job websites that actually add nothing different to the main players does nothing for the image of the industry or for the recruiters who have vacancies to fill (and money to spend on filling those vacancies.)

If you have applied for a job via a company’s own website recently you will be aware of the scale of the problem. There is always a box to fill out that asks you where you heard of the vacancy. This drop down box usually has an array of choices, meaning that the recruiter is using an array of means to attract the right candidates. It also means that they are not sure which methods are working the best for them so they want to measure the success of each method to see if their investment in a particular means of attracting talent is paying dividends.

I think that the contracts handed out to employees in these days means that the recruiter has to move as quickly as they can in the first part of the process because, if their ideal candidate is employed elsewhere at the time of being selected, then there can be a long wait after this for them to serve their notice. When even sales assistants at retailers are having to serve 4 week’s notice or more then you may be waiting in total for 2 to 3 months from the vacancy being identified to it being filled. In the current employment market this can be an awfully long time. With falling unemployment and stagnant wage rises it can be difficult to persuade someone to jump ship unless you offer them something substantially better than they are currently getting.

Every day that passes with an identified vacancy unfilled is a loss of productivity. If you feel that the role is vital then you need to find a quality candidate as soon as possible. In my view this means taking matters into your own hands rather than using the services of a recruitment agency. If you talk about the culture of your organisation with your content then you will be able to attract high quality candidates much more easily. Having a place on your website for potential new recruits to go will help promote this culture. get it right and you will see people lining up to work for you. The time and cost of recruitment can then be significantly reduced.

The following book is aimed at recruiters and is filled with great ideas on how to make the most of in-house recruitment. Check it out -

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