This week I read an interesting article by Jason Warner, Founder at RecruitingDash, about trends that are creating a challenging landscape for employers and independent recruiters. Economic factors, candidate behaviors and increasing social media usage is reshaping the way independent recruiters connect with candidates and vice versa. According to Jason, “There’s a bit of a perfect storm that has happened as a result of all the trends that have played out in the last few years.”
Below are Jason’s three key trends. I’ve also included solutions for recruiters to ensure you present your candidates with the best and most consistent client information possible.
- Immobile talent pool
Roughly 25% of American homeowners are underwater with their mortgages due to the housing bubble. Many excellent candidates that are willing to move simply cannot because they are unable to sell their homes. Additionally, companies are working with tighter budgets and often times are not willing to pay relocation costs. One way for independent recruiters to overcome this obstacle is to focus on local candidates that aren’t required to sell their house and won’t need relocation allowance. - Candidates coming in the back door
The days of surfing online, submitting resumes and waiting for a call back are gone. As Warner says, “candidates are no longer satisfied with going in the front door.” Candidates often know someone who works at the company or will reach out through a social media channel to learn about open positions even if you think you’re representing them. Make sure you ensure them that you are the quickest possible route to the hiring manager. Also, keep your candidates updated on the progress of the search and any new information from the employer. - Greater employment brand transparency
Because of social media it’s very easy to get an accurate portrayal of the companies work environment and employment brand. It’s becomes easy for candidates to validate, or invalidate, information companies provide about their work environment. Because of this, it’s important that your employment message accurately reflects the message of your client. Consider sifting through their social media and online presence to make sure the message you are relaying to your candidates is consistent with their published employment brand.
What are some of the trends that you are currently facing? And, what are the solutions you employ to get around these challenges? To read the full article, click here.