Recruitment Hacking, Part 1: Why the candidate led market forces In-house Recruiters to ‘hack’ to succeed
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Recruitment Hacking, Part 1: Why the candidate led market forces In-house Recruiters to ‘hack’ to succeed

Recruitment Hacking

Recruitment Hacking, Part 1: Why the candidate led market forces In-house Recruiters to ‘hack’ to succeed

May 27, 2015 Peter Gold

This blog post is number 1 in the Recruitment Hacking series. You can see all of them under the Recruitment Hacking category and to get the entire series and more download the Cornerstone Recruitment Hacking Handbook.

Denying market disruption never stops the inevitable. Change happens no matter what so ignore this if you want but 2015 is a candidate led market. It's been coming for the last year or so but right now, we're in the thick of it. Maybe for the next 5 years or so. And it's hit most countries across the world.

But where's the proof? 

The Manpower Interactive Talent Shortage Explorer Tool


"Over 37,000 employers in 42 countries and territories participated in ManpowerGroup’s ninth annual Talent Shortage Survey. Thirty six percent of employers reported difficulty filling jobs which was the highest proportion since 2007." 

You can interrogate the data at http://www.manpowergroup.com/talent-shortage-explorer/#.VTpJHiFViko but I've done some initial analysis and as you can see from the graph below, all of the countries selected are seeing an increase in demand for 2015.

Going into more detail for different regions or clusters you still see increased demand even for high volume roles such as drivers, nurses and administrative support.

THE DACH REGION

FRANCE, NETHERLANDS & UK

So according to the Manpower survey, candidates are in demand. Not only will it be harder to find candidates, but it will take longer as well. And not only will it take longer but it will be harder to engage them. And salaries will increase. As will counter offers and those that take offers will be counter offered to the nth degree.  Enter job hacking.

Job hacking: using a new job offer to further your career and raise your salary. 

Recruiters have to consider the impact of counter offers and how they need to invest more effort and money into the post offer/onboarding experience, to prevent their prize candidate job hacking their way to a another position.  An offer does not guarantee a hire so a recruiter may just need a few more skills in their bag to make sure the new hire turns up.. It is no longer good enough to expect HR to deal with it because a non-starter results in a still-open vacancy.  And this isn’t good for the recruitment team’s performance metrics, as well as being time-consuming and demoralising.

Recruitment hacking

Inhouse recruiters need to adapt to this candidate led market, which means acquiring much better sourcing skills, a more personalised process for hard-to-fill roles, and more intense onboarding to convert offers into hires. And this all takes more time. Which is where recruitment hacking comes in to help you by:

  • Saving you time so you can focus on the high value activities that make more hires.

The market is what the market is, and the only thing that holds you back is time and skills. So download the Recruitment Hacking e-book here, and find out how you can hire the best first.

About Peter Gold
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