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01.05.2021

Recruiting out of lockdown!

Recruiting out of lockdown!

Well, what a change of market - again!  2020 and the first part of 2021 zoomed past in a blur of client led recruitment - a shortage of jobs.  Big time.  However, we are now firmly in the grip of a candidate short market, as I'm sure most of you know!

Economists are predicting a record economic boom over the next two years.  Combined with a record candidate shortage market, this boom is going to create some headaches for your clients, and some opportunities for you to solve.

I've put together some hints and tips around surviving and thriving in a candidate short market.  There's some notes on why you should consider using a R2R for your next move, and included our usual website links, and some useful links around personal development.  And of course our latest hot jobs


 

How to thrive in a candidate short market

Once your candidates have made the decision to move, they will have multiple offers to contend with.  They may even be working with multiple recruiters as well as applying direct (more on this below).

Jobs need to be well qualified to attract people who are toying with the idea of a move, and your clients need to be prepped at every stage.  
Ask your client "what's different about you, why would someone leave a job to come and work for you". 

  • Get interview debrief calls booked into both client and candidate diaries when you confirm the interview 
  • Advise clients to streamline their processes if possible - do they really need 3 interviews and a presentation?
  • Provide value to your candidates: interview preps, interview follow ups and feedback, EVP packs from the client
  • Keep in regular touch with your candidates, whether you have placed them or not - newsletters, socials, phone calls
  • Utilise every opportunity to advertise your jobs.  They don't need to be perfectly written long form adverts (unless your marketing department requires it) - sometimes a couple of sentences on LinkedIn, Slack or Twitter can hit the right note
Do what you can to really sell the benefits of your candidate working with you exclusively.  If you are a true market specialist there really is no reason for them to work with another recruiter - you are able to professionally advise the best fit for them across the market.

Why do recruiters need a R2R in a candidate driven market?

We say the same things we would say in a job short market, and the same things you are saying to your candidates. 

I can't speak for other R2Rs, but for me, after 15years in this sector:

  • Coverage of the whole market in your sector
  • Career advice and sector change advice
  • Interview advice and prep
  • A buffer between you and your next employer.  You probably feel more comfortable talking salary with me than with a potential boss, and we can neutralise a low ball offer
  • Professional, neutral and honest advice on your offers
  • Access to jobs that aren't advertised
  • A good R2R really does save you time

 

Website recap

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