Posts Tagged recruiters
In today’s economic conditions, have you noticed a shift from an employer-based job market to a candidate driven one? If so, you’re not alone because over the past few years, there has been an adjustment in our nation’s hiring strategy. So the real question is, what are the driving forces behind these practices and what is causing them to change?
Zach Sines, Recruiting Team Lead for TRC Professional Solutions shares his insight on the candidate vs. client job market conditions. He states, “Today, the market is candidate-driven because there are less job seekers available for the positions clients are looking to fill. Candidates are more selective about what they want in a new role. Due to this shift, employee perks and benefits have significantly improved at multiple organizations. As a result, salaries are steadily increasing and employers are looking to hire more valuable employees.”
A recent report from the MRI Network Recruiter Sentiment Study reveals that 83% of recruiters described the labor market as candidate-driven, which is an overall 29% increase from 2011.
The study also reveals that 31% of candidates refused job offers due to accepting outside offers.
Other reasons candidates are rejecting these offers were of various reasons:
- Candidates accepted a counter-offer from their current place of employment.
- The salary and/or benefits package was lower than expected.
- Candidates had a change of heart regarding switching jobs.
- Relocating for the position was not a top concern for the candidate.
Newly created positions continue to be the top reason for job openings. Staffing firms such as TRC Professional Solutions can help locate and place candidates for opportunities at many well-known organizations. Job seekers and hiring companies can learn more about TRC Professional Solutions, or feel free to engage with us by providing your insight on today’s candidate-driven market.
We talked about some things hiring companies can do to recruit technical employees. Maybe it’s a good idea to mention a few mistakes to avoid, as well.
Don’t make these hiring mistakes.
1. Don’t take the approach of a broad, large-volume search. Increasing the number of recruiters searching for your employee doesn’t necessarily increase your odds of finding him or her, and here’s why. Sought-after workers are easily turned off by a large volume of inquiries, versus a smaller number of highly targeted ones. Instead, enlist the help of highly specialized recruiters who already have relationships with these workers. A highly targeted, quality search yields better results every time.
2. Don’t be inflexible. Because these workers are so in demand, you may need to adjust some of your own demands where you can. Can you teach a talented worker a simple skill he doesn’t possess, if he possesses the majority required for the job and demonstrates the ability to learn quickly? Allow her to work remotely if she’s not close to your office? Don’t settle, but you may need to be willing to adjust your expectations to get the right worker who will accomplish what he needs to accomplish – which is the bottom line anyway, right?
3. Don’t forget to listen to their needs. Don’t go about your candidate search in broadcast mode: “Here we are and here’s why you should join us!” Instead, gather insight about what these workers are looking for. Talk to potential hires – or recruiters who are familiar with them – listen to their needs, and shape your offers accordingly.
We’ve discussed that in 2014, technical skills continue to be in high demand. What recruiters and staffing agencies as well as hiring companies have known for years, has now become undeniable to the rest of the country, so much so that even Washington feels inclined to task itself with taking steps to mend the gap.
From educators encouraging technologically inclined students to pursue those paths, to human resource professionals tirelessly recruiting those with engineering, accounting, finance, and information technology skills, we’re all doing our best to get these workers to the companies that need them.
In the meantime – what can hiring companies do when skilled workers are hard to find?
According to Execu-Search CEO Ed Fleichman in the company’s 2014 Regional Hiring Outlook Report, as reported by Forbes, companies are doing the following – and you can, too.
1. Offer more. Forced to compete for scarce talent, the company with the sweetest deal wins.
2. Count soft skills. When exact fits are like a needle in a haystack, look for evidence of analytical and problem solving, team playing, intrinsic motivation, and communication skills. A talented candidate with these soft skills can be trained, quickly.
3. Provide training. Going along with #2, companies are implementing internal programs for training. This approach is smart because of how rapidly technologies change. Companies know their needs best, can adjust their training accordingly, and tweak it to suit their exact needs more nimbly than can an educational institution.
This infographic, courtesy of Forbes, provides an interesting snapshot of trends affecting technical professionals as well as temporary staffing.