COVID-19 (Coronavirus) – our advice for business owners currently recruiting or thinking about recruiting.
Coronavirus is sweeping the globe at an exponential rate – and that includes us here in the UK. We’re all aware of the potential economic impact of the spread of the virus – and whilst the health of the nation, particularly the most vulnerable – remains of paramount importance, a thriving economy is part of an individual’s health and well-being too. Business owners should take this time to consider how we protect the future growth of our businesses.
The natural reaction may be to ‘batten down the hatches’, suspending growth and spending plans.
But let me ask you to consider the following. This will pass. It may not feel like it right now, with certain news channels and media delivering not only the facts, alongside a large dose of speculation and opinion – but we will see an end to this. This is a crucial period to ensure the survival of your business now and to invest in your future.
How should we tackle recruitment within different industries?
This will differ from industry to industry, with travel, hospitality, leisure and retail being among the most hard hit. For those who have started to wonder what you will do with any extra pairs of hands, and how you’ll manage the additional heads on payroll. It may be that the right response is to announce a temporary recruitment freeze. The important thing is to take a long term view on this, it may be your only option or it may not.
Right now, I understand that if suddenly business decreases exponentially and being a customer facing industry the prospect of working from home isn’t an option. A priority is keeping your current trained workforce loyal by supporting them and making sure that when business does improve, you have the perfect team ready to serve all your loyal customers again. Seek as much advice as you can from specialists in their field now and for when business picks up. It will ensure once recruitment does take precedent again, you can do so quickly with low costs.
How about the rest of us?
Those working in the B2B industries, we have never been more prepared. Technology is so advanced and the nation has already been thinking innovatively to promote flexible and remote working. Prospective customers may be telling you that they are pausing on making an order until the impact of the virus ceases – but not all of them. Providers are already creating new and innovative ways to continue business growth and development through the technological tools available to us.
Here’s our advice for the owners of scaling businesses, wanting to continue to grow, but are unsure about how Coronavirus will play out:
Ultimately the decision comes down to asking the following questions:
‘What is the potential impact of making the hire(s)?’
‘What is the potential impact of not making the hire(s)?’
Consider the short term and long-term implications of both responses.
Of course, this is a developing situation, changing by the hour – and we must react in the best interest of our business and our existing team. But if you have ambitious growth plans and are bursting at the seams to deliver your services, it may be worth considering the bigger picture, before implementing short term reactions.
Want to know why recruiters receive a bad reputation? Take a look at my previous blog: When did recruitment become a dirty word?
Recruitment's bad reputation
I wanted to start this discussion as a follow up on the blog mentioned above. I understand when you have 450 odd CV’s to work through you won’t spend large amounts of time consoling those candidates who didn’t make it to the top 10. Even getting to the top 10 requires some elements of being cut-throat. On the other hand, there are ways you can maintain the human approach and that is through
networking and building a solid, organised bank of CV’s that can be utilised for the right purpose. When you network, you want people to put their faith into your service, be it the employer or candidate. No one wants to be sent useless applicants which aren’t suited to the role. Just as candidates don’t want their inbox full of irrelevant positions. A great recruiter understands both the employer and employee needs. Instead of simply disregarding a CV – keep it in mind. You never know, an opportunity could come up in the future which they may be perfect for.
Bring back kindness
Is it that hard to send out a simple: “we don’t have any appropriate positions but have kept your details on file and if anything appropriate comes up, your CV will be considered.” Of course to keep this balanced, there should be equal effort on the candidate’s behalf to make it very clear about what they want, which kind of company they are suited to and their skillset to make those demands. If someone has simply listed their roles and duties, that’s not putting in the leg work and a recruiter isn’t about to waste energy on that. It’s okay to be proud of what you do – just do it well. You know your services are useful for both employer and candidate.
Don’t be afraid to put yourself out there. No one is going to find you if you hide behind sales calls or rely on your social media. Go out there and talk to the general public and those you wish to work with.
Remember, there is a difference between networking and selling your product. Good
networking creates strong relationships, more importantly, it creates trust. Networking is about showing an interest in their business and building a friendship with potential clients and those who may become potential candidates. Connect with them on a human level and leave your mark. This could improve your sales, as with sales it’s all about trust. Trust in your competence as a recruiter and trust in you as a person. Stop hiding behind your phones and grab a microphone! Okay, we’re not expecting a song and dance from you, but have you ever thought about
volunteering to speak at an event?
Mployable got to where we are by putting ourselves out there at speaking events, during networking and we are not afraid to tell you Why your recruitment isn’t working. Why employers and candidates are getting frustrated with your service.
Show your thought leadership and connect. Networking is your opportunity to create lasting friendships, working relationships and ultimately, trust.
If people value you as a friend, colleague or your thought leadership, you can build a great network of referrals to keep the work coming in steady. Confidence is key.
If you’re not confident about your services or skills how is anyone else supposed to be? This isn’t about creating a fake persona, it’s showing your authentic self. If there is something in your profession you don’t agree with and want to do differently, argue that point with evidence and reason. Mployable came with a purpose to shake up the recruitment industry, creating new services that improve the lives of employers, the candidates and even fellow recruiters.
Find out more here:
How to find networking opportunities
Eventbrite is a great tool – get searching in your area and I bet you will find plenty of free events.
Local business groups on Facebook. For example Jo Richings created The Small Business Network and it gets 40-50 new followers a week. Stay involved in their conversations though, as these Facebook groups are not the place to spam, they are for communicating.
For the last few weeks, roses have been everywhere, heart stickers and signs have been plastered all over the place and all the retailers were stacked high with valentines’ cards.
Valentines is a bit like marmite – you love it or hate it. It can either give you a warm fuzzy feeling in your gut or make you want to go full Bridget Jones. Some of us may have frantically run around the shops buying flowers and chocolates in our lunchbreak or scrambling to find a last-minute table at a restaurant as we’ve been too busy to think of what to do with our partners for valentines.
But should the love be kept for just one day? here’s a few ways you can bring a little happiness and love to the office every day!
Don’t make it a big deal
Bring in some tasty treats both sugary and healthy to say thank you to your team’s hard work. If you’re office always has freshly baked goods brought in by other staff members how about an extra 20 mins in their lunchbreak instead?
Allow some laughs, it’s Valentines after all!
Share your favourite cheesy pick-up lines and funniest valentines’ cards. Here are some great examples from Boredpanda to create some office laughs. Stick a nice or funny post-it note on your work colleague’s monitor to brighten their day. Some companies have been preparing for this day in advance, from messages in a bottle scheme from HR to the secret love letter stations by others. The end goal is to make this day a little different.
Show your employees some love more often
One of the main reasons some of us don’t engage with valentines’ day is because kindness shouldn’t be shown just one day of the year. Find ways to show some love to your employees throughout the year.
Keep them challenged, not overwhelmed
One major reason many employees decide to leave or change positions is when they are constantly being bombarded with tasks outside of their job description, too afraid to speak up when they don’t know how to complete such tasks. Give them tasks that stretches their abilities, not causes them panic. Check in with them before adding more things to their to-do list as some are leaving their positions because they don’t feel like they are being challenged enough anymore. Show them some love by having an honest chat and see if you need to ease or increase their workload.
Create a culture of openness
The more comfortable your employees are talking to their superiors the less likely you are to lose your recruits after 6 months. If you’re struggling to fill a senior position, an open culture could encourage in-house promotions.
Shut down the bullies
There is nothing worse than “office banter” being confused with just being plain rude. Some of your team could be feeling a little more vulnerable during this month, depending what is going on in their private lives. Keep an eye on what the office dynamics are and shut down bullies straight away.
If you had more hours in the day, how would you use them?
Now let us ask you this - if you had more time for your business how would you use it?
The truth is, we can always find more time, but often menial everyday tasks can take up a large chunk of that. This is when outsourcing could be your best option.
Outsourcing as a strategy to grow your business is used by many and the trend is only increasing in number.
The two main reasons companies are looking to outsource some tasks to specialists in the field are as follows;
· As a way to reduce costs
· For business transformation
We’re focusing on both the reduced costs and business transformation in the sense of growth. How outsourcing can help you achieve those things.
What are the signs you should consider outsourcing?
Think about it this way, why is your core business your core business?
It’s because your team are all experts in their field. It would be a waste of time trying to be an expert at everything. Focus that energy on why you started your company and do the best you can for your customers through the product you offer and leave some other business tasks to specialist small companies, freelancers or remote workers.
“Online freelancing platforms are transforming work, organisations and their business models.” Similarly, Accenture has identified online labour platforms as part of a major trend that it says will significantly transform existing organisational forms and management models by 2022”
What to consider when thinking about outsourcing.
See what requires a permanent new position and what is worth delegating. In some cases, you will need more employees to be there around the clock. For some tasks, such as recruitment, it may not require someone on a full time, permanent basis, but a flexible service that comes into it's own during periods of operational turnaround, transition or growth.
Look at your strengths and weaknesses. What are your employees' core skills and where are people being stretched too thin? For example, HR shouldn’t have to split their time trying to juggle recruitment as well as employee engagement and retention. Separating those tasks and entrusting the experts to dedicate all their time and with the right resources will ensure HR can focus on what’s most important to them. That is, looking after your employee’s wellbeing to ensure retention and minimise high staff turnover.
Look at your costs in terms of workspace. If you were to take on new hires to help HR with recruitment in-house, would that require more office space? Requiring a move, costing more throughout the year.
Automated processes aren’t perfect. As advanced as automated processes are, they still require people to manage them. By using say, automated processes in your hiring strategy, it could be ruling out viable candidates. The best solution is still a personal touch.
So, when deciding on which tasks should be outsourced, decide when these services are needed throughout the year. Weight your options to find the most cost-effective solution.
What are the signs you have found a good outsourced partner?
Their credentials. As obvious as this may seem, here we are referring to their testimonials and personal references from those within your professional network or that they have provided. Also, look at things like their social media. Are they up-to-date, involved in the trends and discussions of their sector? Professional development never stops and those who are always developing their knowledge are the ones, who like you, are thinking about the future.
They feel like an extension of your business. An outsourced partner should understand your company values, mission and vision. They should work alongside you with a clear understanding of what is expected of them. To reach this point, make good use of the preliminary stages. Spend time with them and their proposal and really work on looking at the results this new partnership will drive.
Trust. As with any relationship, there has to be trust. If you start to micro-manage your outsourced partner it will interfere with the time you have created to grow the business using your strengths and gets in the way of the outsourced partner focusing on what they are best at. If you’ve spent enough time at the beginning stages creating clear goals, it is up to the outsourced partner to deliver their promise.
Here at Mployable we have found a balanced model that allows us to be both a company for outsourcing as well as working on an in-house basis. Talk to us today and see what we can do for your business growth.
Transforming your recruitment process doesn’t have to give you a headache or cost you the earth.
In our current economy the opportunity for SME’s to grow at speed is immense. The sheer scale shown by the following statistics will give you an indicator of the potential your company or potential investments into a company available right now.
National Federation of Self Employed & Small Businesses Limited
That is one BIG bag of potential, especially for those of us living or wanting to invest in the South West.
Now, to get your company from SME to a large business will take a big operational turnaround. Don’t be discouraged by that. Spending the time to update and streamline your recruitment process will ensure the journey is smooth and painless.
Bring out your inner Sherlock Holmes – we’re going on a quest to discover the root cause of your growth problems and leaving no stone unturned.
Of course, unlike Sherlock, people skills are very much needed in this process. We’re here to help, not judge. Especially as it can be hard to admit you need help if you’re the leader of the business. We want to be able to do everything from the inside out. We remain neutral but the key word here is delegation, not defeat.
What kind of problems would we typically find in a discovery?
During discovery we look not only at the recruitment processes but also at the people you currently have in your team. Who is overworked and needs another person doing their job with them to spread the workload more realistically? Regardless of their rank, be realistic of how much one individual can do. Once you know that, you’ve taken your first step towards clearer recruitment needs.
Is someone in the wrong position? Are their skills better suited elsewhere in the company? In extreme cases, once a company’s brand has been established you will find they may be better suited in another company all together. Don’t be afraid to make big changes for the good of the growth of the business.
Was someone hired without enough experience and no one to train them? Here at Mployable, we love the word potential but we’re also aware there must be someone in the company who can give that individual some attention. There’s only so much you can figure out for yourself. The best ideas come when we work together.
This exchanging of fresh ideas leads to the innovation you need and crave to grow any business.
Time and money problems. Are you spending too much time finding candidates due to the failure to retain and attract? Is it costing you lots in cash and working hours?
Once we have a clear idea of that we can then move onto brand.
Why should you care about brand?
Your brand is what you project to the world, which in turn is what you project to potential candidates. Purpose comes from knowing you are exactly where you are meant to be. Purpose makes for productive and engaged employees. Those are the people you want on the bus to grow your business even further. So make that clear in the job advertisements and reinforce it in your interview process.
Watch our Director, Rosie Stevens at Disrupt HR to find out why we hate it when companies simply list responsibilities and ‘we’ all over their job advertisements.
Full video HERE
What characteristics and experiences are truly needed to become successful in your field?
Ensure you are giving real insights into what is would be like to work in this company. A thorough discovery process will reveal which interview techniques and questions aren’t working.
To encourage retention, you can’t be making false promises. We may be in a candidate driven market, but that doesn’t mean you can sugar coat the opportunities. Tell them the good stuff, the less interesting task and the challenges they will have to face. Tell them about your management style and office dynamic. Everyone has their individual working styles but at the core of it there is one team.
It clearly is broke, so fix it
“I had to reject the prescription and carve my own path”
David Cowan of Bessemer Venture Partners
You don’t end up failing to retain staff, attract the wrong people or not filling positions properly without having made some wrong decisions somewhere down the line.
Remember all those SME’s that could grow to become bigger companies or be your next investment opportunities? Growing or having the right team alongside you is the first step to success. If you’re at a loss and can’t see what needs to change, get a fresh pair of eyes on it.
Topgrading or Top Trumps? Why the Topgrading Interview process no longer serves as the primary recruitment method
TopTrumps was a popular 80s card game – but like the card game, with its listed attributes leading the decisions of who wins, Topgrading interviewing has also had its time.
Why does Topgrading exist?
Back in the 80s employment rates were at 65% in its lowest point. In the 90s the lowest point was 68% and now up until 2018 it is up to 75%. If the population is no longer struggling for work, they can be more decisive and how you sway them to work for you has to change.
In June 2019 unemployment was at 3.8% and in the southwest it was 2.9%. They aren’t waiting for your call. You have to attract and find them with more skill than ever.
Topgrading was set up to catch the liars – but there is another way to do this. You can catch a liar when they talk about their work history and by checking their references match their descriptions – If you’re looking for more details about work history that displayed on their CV – a simple form with timelines, managers and locations will suffice. Doesn’t need to be an over complicated document.
At the end of the day, you’re the recruiter – surely, that’s your job to check their references match what they say in the Interview and write on their CV.
I bet any recruiter at some point in their career has spotted a liar and they didn’t need the Topgrading method to do it. There are plenty of interview tricks to see if the candidate is lying or bluffing, that doesn’t involve this lengthy process.
Here’s the good news
49% say they would quit their jobs in the next two years – as previously mentioned, it’s no longer a career for life. People are willingly looking but also are in a good position already – so how can you show them you’re better?
Hello Talent Attraction? Anyone out there?
Nowhere in the Topgrading method does it mention attraction. This is because when it was first created, employers didn’t have to work hard at making their businesses look like attractive places to work. The current employment statistics suggest you must go out there and find candidates, even if they are already working somewhere else. In most sectors today you won’t have hundreds of CVs and interviews to get through any more.
Time to show off. Like a peacock the bigger and more detailed the display about what you can offer – the more likely you are to succeed. Especially if they are already employed. You have to be something special if they are willing to let their current employer know they are looking elsewhere.
If you’re an amazing company who have worked on their branding and ethos which is in-line with the generation you are trying to hire, as well as written a clearly detailed and enticing advert you won’t need to bend over backwards to get their attention.
We say this in our talks but I’ll repeat it again – listing responsibilities is as boring as watching paint dry!
You want someone in digital marketing. They know what the role entails so tell them about you as a company. Your goals, your voice and your work ethic. That’s what needs to match up – not the exact list of attributes on your top trump cards. Stop striving for perfection and take pride in developing existing skills of others to suit your purpose perfectly.
Are we nearly there yet?
Even reading through the 12 – step guide of top-grading is tiring.
What we do like from it – the interviewer feedback
To avoid being shamed on sites like glassdoor.com because you’ve made them jump through too many hoops and then just not given the job but not told them why - feedback is key.
It could be through the interview processes you see them flourishing in a different role. You can always highlight their strengths and tell them where that would be best suited. What you will do then, is create a positive relationship. One that will last, meaning if a role suited to them comes up, they will be more likely to choose you.
The future of recruitment isn’t making the process more complicated – rather it is about simplifying it with a clear focus on what you are looking for as well as what you are offering.
Why is it, when we leave school, we know more about coastal erosion than we do finding a job? If your goal is to measure coastal erosion in order to protect British coastlines, then great! Now it’s just a case of finding a job which allows you to follow your rock measuring dreams and convince them to hire you.
The thought of job hunting is not an exciting prospect for many. A lot of people feel completely ill-equipped when it comes to navigating the job market. Many people are at a complete loss and resort to a quick google search, find some online CV writing guides and attend a workshop titled “learn to write a good CV In 30 minutes”.
Let the hunt begin…
Now it is time to apply. Where do you go to look for job ads? Job hunting websites like indeed, CV library and Reed have thousands of jobs available and some even offer reviews of the companies you’re applying for. This is great, but the application process is not. Especially since the competition is so intense. Before a human even sees your CV you have to hope you’ve chosen the right key words for it to be picked by their algorithms. Then you’re faced with an online automated test.
What happened to “I’m a quick learner, ready to put all of my energy into this role”. Before they get a chance to even prove that, most candidates are thrown out of the mix.
Another option is to upload your CV to these sites and let the algorithms choose for you and patiently wait till you get an interview. Great.
The Waiting Game
Is this familiar? You’re sending out hundreds of CV’s. Doing daily online tests on your “organisational skills”, that don’t accurately measure your ability. Getting no response other than an automated email 2 months later saying the employer closed the position? You’re not sure why you’re not getting through to the interview stage, because according to the crash course on CV writing and guides found on the internet your CV is top-notch.
No one is communicating with you, every day you wait, to only be rejected by a computer. This is detrimental to your confidence. If no one is making the time to even interview you, it leaves you frustrated and doubting whether you are even applying for the right roles.
It is even harder for those trying to move into a new career. You won’t have the 1-5 years previous experience. You may not have every single attribute, but before you can prove that what you have learnt so far is useful, you’ve already been rejected.
So what can the recruitment industry do to change this situation?
The human touch
This is why people need to step back into recruiting, but with genuine compassion for their role and the people they deal with. As a candidate, there's nothing worse than having employers or recruiters dangling the carrot of a great job - only to find it disappear because the recruiter hasn’t set aside enough time to respond to you. Rejection can’t be avoided, but as recruiters we can urge employers to give us feedback on why that candidate wasn’t a good fit.
This is why, a good recruiter will continue to keep in contact with a candidate and even fight for them if they believe they are what the company is looking for. If not, they are able to provide feedback which will leave the candidate feeling hopeful rather than crushed.
Why employers should utilise an outsourced recruitment provision
If you’re an employer, an experienced recruitment professional knows how to write clear and engaging job ads based on exactly what the company is looking for. If not written properly you won’t see the right candidates applying, making your recruitment process that much harder.
We are in a candidate driven market, yet we are making the job hunting process a nightmare for them. As an industry we can change that for them and gain their trust by building strong relationships.
It’s not about bending over backwards to try and keep your candidates, it’s about understanding their lifestyle and whether you as an employer are offering the right opportunities for them. There are many types of candidate and the clearer an employer can be about the workplace and the workplace culture, the more informed the candidate will be to make the right choice.
Longing for loyalty
The priorities and concerns candidates have about employers are changing. Money is no longer the top priority for some. The deciding factor for one candidate could be whether you are able to offer flexible working hours, so they can have a family. For some it could be the opportunities for in-house promotions and training as they are looking to further their skills.
For this point, I would like to refer to the phrase we used in a previous post: “What if we train them and they leave? What If we don’t and they stay?” This refers to investing in your people as a way for the employer to invest in themselves. If you value your employees, listen to them and show loyalty, the right candidate will show this back to you. This isn’t to say an employer needs to kneel before the candidate and constantly praise them, it’s about equality. If the employer is making efforts to ensure their employees are happy, the employee should invest equal energy back into the employer.
Others will look at your company’s impact on the world.
A 2019 Deloitte Millennial survey found that there is “an image problem with business leaders. Only 37 percent of millennials believe business leaders make a positive impact on the world, and more than a quarter said they don’t trust business leaders as sources of reliable and accurate information.”
So how can you best showcase what the candidate can expect from working for you?
To keep your candidate in a candidate driven market, be clear what the job offers in terms of a lifestyle the candidate will be able to lead. Be clear and open in job advertisements about the types of people that would suit working for you. An employer who matches that will have a big bank of happy candidates. Candidates want to know they are working for like-minded people who share the same vision. Just as the employer wants to know they are hiring staff who share their vision and work ethos.
Transparency and honesty are key
Take finding your Friday night dinner spot as an example. Whenever someone is looking for information about a restaurant, they are more likely to eat at places with a great website and showcases the food honestly. The same goes for an employer. We live in a digital age, where you as an employer can be scrutinised or praised on websites such as Glassdoor, Work Advisor or The Job Crowd. Although some reviews are written in a fit of rage rather than understanding, there could be some valuable lessons to learn about your workplace.
What else can I do?
Keep in contact and keep it personal. Rather than focusing on getting hundreds of CVs through the door, focus on fewer and give them the time they deserve. That will make you stand out from the rest. Otherwise that perfect candidate may go to another opportunity, because you didn’t move quick enough.
A good understanding of each other will ensure the right things are said and the right decisions are made.
So I ask you, who are you and are there changes to be made to meet the demands of the ever changing world?
Understanding an individual throughout their career as they change and progress, will not only make your recruiting decisions more informed, but also avoids the risk of missing out on the right candidate. In 2019, a job is rarely for life – people don’t stay in jobs for 20 or 30 or even 50 years anymore. The average, depending on the industry, is around 2.5 years until they move onto the next opportunity.
Why might they do this?
First, it could be the need for more flexibility in working hours. The pressures felt to succeed in all aspects of life, including job, family and friends means workers are having to juggle a lot in any given week. High turnover could be due to lack of flexibility from the employer.
Stability and job opportunities. I recently wrote a blog article about unemployment rates being at an all-time low. This means people are often looking for their next opportunity because for the first time in a long time, there is stability and work available. Instead of thinking about why has this candidate worked at so many places, maybe ask yourself, why haven’t my workforce been staying with us?
Demographic. It’s not always concerning for candidates in the earlier stages of their career to change jobs more frequently. They are navigating the job market and trying to find their passion or where their skillset is best suited.
Job hopping rates vary depending on the sector and industry. In hospitality it may be more frequent than say an engineering role. This is because progression in hospitality can be between businesses, whereas with engineering there is more in-house promotions available.
Their priorities have changed. Before blaming the younger generation for not being reliable and changing jobs more frequently look at the flip side. Is it your workplace culture? The job advertisement not being entirely reflective of the role and the company? There should be an equal partnership, the employee gives as much as the employer gives them.
“Giving your employees more control over how they do things can make a huge difference to employee performance, productivity and commitment.” Investors in People
So what should we think about this trend?
On the one hand, this trend can ensure you always have the right staff with the right skillset by your side. Especially since your business will change and some of the skills and experience you need to run a successful business today, may not be relevant in 5 years’ time. One of the key drivers in this is the rate at which digital technologies are developing and subsequently finding the candidates who know how to work with them.
The other side is creating a company culture, which breeds loyalty and a sense of support. If your staff turnover is high, it is harder to create a nurturing environment as workers are constantly having to create new workplace dynamics. This could get in the way of productivity as there are no strong bonds or working relationships established.
So although hiring someone new will fill the skillset gap, why not upskill the team you have, alongside hiring? The ones who have shared your company vision, seen it grow and know it inside out. Finding that balance between hiring fresh faces and embracing the talent you already have is key to securing your company’s development.
But to capitalise on this way of working, you’ll need to invest time not only into finding candidates but making sure your organisation, business or company are a desirable place to work.
Recruitment has a poor rep. Frankly, I'm not surprised.
I love this industry. I’ve been in it for almost 10 years and take a huge amount of pride in my work.
I also know a handful of fantastic recruiters.
But the reality is - the vast majority of recruiter’s suck.
Not necessarily from a client perspective, if the price is right - I'm sure the role will get filled.
But from a candidate perspective.
I know someone looking for a job at the moment. Someone with a strong background in finance, longevity in roles, the right qualifications, a genuine reason for looking to move, their salary ambitions are appropriate to experience, and they can provide great references. Broadly - a bloody good candidate.
But the rubbish that they've been put through by recruitment agencies. Generic emails saying, 'I've found your CV, and based on your experience you'd be perfect for this warehouse role.' Eh? The person in question has never stepped foot in a warehouse - let alone worked in one. Bad keyword search Alan.
Recruiters calling with jobs, then never calling back.
Asking for 'exclusivity' and then dropping off the face of the earth.
Five or six of them calling about the same job - which the candidate in question doesn't even have the right qualification for.
I could go on - but frankly, it's depressing.
What can we do to change this? When did things get so terrible? No wonder everyone avoids us at networking events.
I preface detailing what my business does by saying “we aren’t a recruitment agency.” In part, it’s because it’s true – but also, to disassociate with the negative preconceptions of the industry.
When did recruitment become such a dirty word? I often feel like I should be apologising when I say I run a recruitment business - but it's an awesome profession.
I help businesses to grow by finding amazing people that they don't have the time, resources or expertise to find for themselves.
I help people find jobs so they can pay the mortgage and put food on the table.
When did it become such a sleazy industry? An industry to be ashamed of. To apologise for being a part of.
The sad answer? Greed. The extortionate fees for (sometimes) very little work. The binding terms and conditions that prohibit you from even looking at a candidate for twelve months if you've dared glance directly at their CV. The rebate periods. The business of selling introductions to people for thousands of pounds.
But I think recruitment agencies have pulled the rug out from under their own feet. Businesses want something different and aren't prepared to put up with it anymore. It wasn't going to last forever, and I’m calling it. The golden age of the non-specialist or high street recruitment agency is over.
However - I believe there will always be a market for these three things:
As for the rest of recruitment? It's probably no surprise to hear that I think it's coming in-house. I think we will see more in-house recruitment manager positions become available, more upskilling of HR teams to manage recruitment internally - and the rise of outsourced provisions such as ourselves.
I'd love to know what you think.