Recruitment agencies see this increasingly as the biggest hurdle. For some it is less of an issue than others. For many demand exceeds supply and top quality candidates remain scarce – especially in niche sectors where high level experience attracts a premium. So what? Agencies are now more inventive when looking for and retaining good quality candidates some of whom will be under offer quickly with more than one employer.
We hear that traditional agency short lists may be losing importance as many clients decide on candidates from immediate direct applications or from social media sites including Linkedin, Facebook and Twitter. They don’t wait long. In the 24/7 fast pace of today many companies, sadly, fail to invest in developing people or recognise long term potential. The situation is compounded as clients are becoming more selective and discerning when presented with a short list. Frustrated agencies tell us that conservatism over sector fit prevails and many shortlists are closed almost as soon as candidates are submitted.
What about candidates? Most candidates in 2011 know about the advertised open job market but many treat it with skepticism or, at worst, cynicism. They see hundreds of job sites and boards, recruitment consultancies and advertisements. It can seem a nightmare for job seekers to navigate through especially in the ‘dog eat dog’ job market where organisations increasingly call the shots. Many candidates do still, instinctively, approach job boards and agencies direct as their first option – often in the absence of any insight into any other method. “That is what I did last time I needed a job, it must work now”, they say. But is this an effective way to find a job, we ask them?
Increasingly, candidates also see that they are not alone but one of thousands on a job board without the personal agency response that they might have thought they deserved or enjoyed last time. “The market has changed” we tell them. So do they change? They start looking at other approaches and turn to the hidden job market.
How have agencies adapted and found top quality people? Forward looking recruiters use several means. They ask applicants to explain in their cover letter why they wanted to work for a company and then dismiss letters that didn’t include this. They don’t open CV’s without a cover letter. They market the position like a brand, make the job appealing and list key benefits as well as requirements. They explain the unique benefits of their client. e.g a casual work environment, and find a headline to grab the attention of prospective hires. Finally, they include the right key words that the right candidate might use in their search. e.g industry specific software and give information about the corporate culture. More detail means more quality applicants.
Some agencies resort to other means and interview top performers who hold the position they are looking to fill. They find out what they like or dislike about their jobs, what motivates them and what they like best about doing their work. With this information they track and find who is best for the position.
At Gateway Career Management we look at each candidate and sit down and review in detail what he or she, uniquely, has to offer to the job market. During our process we put ourselves in the shoes of the recruitment agency and try and make your job easier. We see many people who fail to get the basics right. For example they:
- Don’t complete their details correctly on a job board.
- Fail to give concrete examples of how they have used specific skills in the past or not read the job specification and failed to sell their achievements adequately.
- Don’t know how to talk to an agency and how to cultivate the relationship.
- Have a CV that does not stand out from the crowd and demand to be read.
- Have a CV that fails to spell out clearly on page one why they should be shortlisted.
- Forget to, or don’t know how to turn a weakness into a strength.
- Fail to impress at interview by not coming across well over the phone.
- Seem good on the phone but fall short face to face due to poor personal presentation.
- Dry up when asked “Tell me about yourself?” or given a competency based interview question.
- Just have the wrong job strategy because they don’t know what skills they have to offer and as a result waste the agencies time.
Many candidates when they first walk through our door lack focus and confidence and are mediocre in comparison to others in the job market. When they walk out they have a direction and are highly placeable.
Gateway Career Management https://www.gatewaycareers.co.uk/2022