How The Recession Changed Recruitment

How The Recession Changed Recruitment

The UK is out of recession. Are we safe from return? Certainly from a recruitment perspective, the answer is clear. There is a definite positivity in the air as clients seek candidates for new roles and job openings across the capital.

Before we all jump for joy, the recession has changed our playing field. After all, it did allow companies to shrink their staff size and whilst they realized they have survived and recruiting now, expectations have changed and become more focused to fill new positions with the ‘perfect’ candidate.

It’s up to us to learn the new rules to ensure we can all enjoy the positive momentum.

So, how has recruiting changed since the recession?

  • Clients’ perception has changed. For some there is a sense of impatience to fill the roles and build up resources following years of lean working, but others are more cautious in the recruitment process. With too many jobs and not enough candidates, those that are acting quickly are winning the best candidates.

For now, the employer still has the edge, they tend to get openings and move on them quickly. Whilst the placement cycle remains quite extensive for now, this is slowly but surely shifting to a quicker timeframe and could see the tables turn to the candidates if we’re not careful.

  • Salaries being offered have also been directly affected by the recession – with many jobs now being offered at lower pay grades. Whilst this may not be pleasant reading, we encourage all our candidates to seize the opportunities available, as with hard work and dedication, the money will follow.
  • Another clear game changer for the industry was the mobile revolution happening in sync to the recession and coming with it the reliance on social media and ‘real time’ online activity. This is right through the process from posting initial jobs enquiries to checking candidates’ profiles to hiring the right person.

And yet it’s surprising that candidates aren’t keeping pace and being visible where clients are looking and not looking after their online identity to make sure they present the right image for the position available.

Overall with the shift to online and mobile tracking making job searching more accessible, and more jobs being available, it would appear on the surface to be a simpler time for recruitment, when actually the opposite is true.

The rise of social has meant the demise of profile forming in an interview setting, with preconceptions already formed and hard to break, for candidates and clients.

The process is becoming harder for candidates to stand out and clients to choose impartially. Even when the candidate has been selected for the role, there are much higher expectations to get to grips with the learning curve, complete own research and make an instant contribution, with quick results.

What can we do?

  • Help bring the right job seekers and clients together in the first place to encourage a better ‘first impression’ with a clear focus on both sides to develop the relationship.
  • Encourage clients to open up and show the culture and personality of a company as well as the specific job requirements. This will in turn enable the candidate to show how they can fit in with unique personal traits.
  • Being specific about requirements for the job, helping us to ensure we can match the requirements to find the right candidate. It’s much easier when we know exactly what we’re looking for, rather than just another finance professional.
  • Make sure we all stay in constant communication and not rely on online – we still even use the telephone on a regular basis to keep in touch with all clients and candidates! This is right through the placement process and into the first months of working to ensure results are being delivered and expectations met – on both sides!

Do you agree with our analysis of the recruitment industry today for candidates and clients? We’d love to hear and share your views!