2021- the year of the candidate driven recruitment market

2021 the year of the candidate driven market

The recruitment market is tough right now. With candidate shortages at an unusual high, it is increasingly difficult to fill positions with the ”perfect” candidate.

There are fewer candidates available on the market across the board, in every sector. For a number of reasons, Furlough, Brexit, the fear of the own known, and not wanting to mix for interviews etc.  

Candidates are only looking for a role that is their ideal role and for an “offer that can’t be refused”

2021 is the year of the “candidate driven market”, meaning candidates have the recruitment power. There are many jobs available and they are able to choose the right role for them that “tic’s all their boxes” appose to a move that ticks a couple.

With that being said, recruiting businesses can take back the control by implementing a number of things and relaxing their own “right person for the job” mentality.

Many companies fail to see the true cost of “sitting tight” when it becomes difficult (if not impossible) to recruit the “one”.

What are the costs?

There are direct and indirect costs to leaving roles unfilled and these will differ slightly dependent upon the role itself. For example, how many man hours have not been used during production, how many products haven’t been picked, how many sales calls or opportunities have you missed, while the post has been left empty?

Less obvious are the knock-on effects

The rest of the team are left to pick up the slack, which can have a major impact on your current staff’s motivation and productivity. Sick days are likely to increase, you own staff may look elsewhere is another costly side effect to the leaving a position unfilled.

Whilst we all have become accustomed to sitting tight for the 100% right fit for the team, we must be open minded with our recruitment plans and hiring strategies for 2021.

How you can get the role filled!

·        Can you compromise on 2 out of 3 of the tick boxes. If someone hits 2 out of 3 the most important requirements, can they be upskilled in the 3rd. can you compromise on salary or working hours?

·        Be open minded to use temporary staff as a stop gap, to get a job done, if not to the usual standard, can you get someone in to pick up some of the work load to keep your current staff motivated, so production or performance doesn’t slow overall for your business?

·        Can you reduce your interview timescales and processes?

·        There really is no time to be wasted in the current recruitment climate. Candidates are being snapped up within hours or being introduced to businesses.

·        Let’s get them on zoom or a telephone interview to keep their interest, and where possible let’s get them onsite within 24 hours! If you like, the look of the CV, you have no time to waste.

If you need any help/support or guidance through this recruitment year , please give me a call 01709 917517