Candidates on the move again: how can recruiters respond?

Jo Faragher

“We’re now seeing people apply for new jobs in unprecedented numbers, as many who have been sitting tight during the tough economic conditions of the last few years gain the confidence to look at furthering their careers with a new employer,” commented James Reed, chairman of job site reed.co.uk earlier this week, announcing the latest Reed Job Index figures. 

News that candidates are starting to move again is a positive development for agencies. Reed’s Index revealed that, while there was a 2% drop in employment opportunities during April (partly due to the Easter break), this followed a 9% increase in the first three months of the year and contributed to a 14% year-on-year rise in employment opportunities overall.

Securing the right talent for when businesses do emerge from the downturn is a priority for CEOs, according to a new PricewaterhouseCoopers report. Almost two-thirds of key leaders believe not having the right skills could hamper growth. This means they need to both upskill their current workforce and source the sort of talent that is going to stimulate growth – the latter being an area where a good agency can really add value. Building relationships and getting to know what these businesses want will be key to helping them achieve those goals. 

Another area where agencies can offer guidance is the interview process. Many of the findings of Robert Walters’ latest white paper on good (and bad) interview practice were enlightening. Almost half of prospective staff have experienced rudeness in interviews, suggesting that the Alan Sugar, ‘Apprentice’-style practice of aggressive questioning is still very much in vogue. 

Recruiters would do well to share some of Robert Walters’ recommendations with their clients, or demonstrate good practice in their own interviews. The white paper urges interviewers to show knowledge, understanding and respect during the interview process – for example, candidates generally prepare extensively for an interview, so why shouldn’t the interviewer do the same – and suggests that companies implement interview training to avoid negative experiences.

The issue of underemployment has been bubbling under for a while. This week, respected economists David Bell and David Blanchflower, from the University of Stirling and Dartmouth College respectively, outlined a new underemployment index in a paper for the National Institute of Economic and Social Research. This shows how a huge number of Britons are prepared to work more hours, yet bosses aren’t prepared to pay the extra salary. Bell and Blanchflower have calculated that the underemployment figure stands at 9.9%, which is well above the unemployment rate of 8%. 

With willing candidates wanting to work more hours, perhaps recruiters could play a role in matching them to employers that need staff and are prepared to skill them up? Let us know what you think editorial@recruitmentagencynow.com