Craig Davidge 12.12.2016

Kevin Green, Chief Executive of the Recruitment & Employment Confederation (REC), gives his views on the need for business and recruitment processes to adapt and change as the UK nears full employment.

With the UK approaching full employment, the business of recruiting is having to adapt and change as the talent pool shrinks and competition for the best candidates intensifies.

We are currently experiencing the lowest unemployment rate for 12 years.  On average there are fewer than two CVs of active candidates per job role.  In the construction industry alone, the recent Farmer Review concluded that 700,000 entrants would be required over the next five years just to replace those leaving the industry. With Brexit casting a long shadow over our ability to fill roles at all levels with migrant workers, it’s those recruitment consultancies who are willing to adapt and flex in their recruitment models that are going to survive.

With talent in short supply, what’s your X factor?  How have you been scoping the marketplace to identify the candidates that aren’t on the move yet but might be if the position was right?  And what exactly is going to push those candidates’ buttons?   It’s no longer just about money: do you and who you are representing fit with candidates’ values, culture and what they are seeking at that particular stage of their personal and professional life?   Are you working with companies who understand and care aboutyour Employer Value Proposition (EVP) and how they are regarded by existing and potential employees?

Right now it’s the candidate experience that is critical.  As part of the Recruitment and Employment Confederation’s (REC) Good Recruitment Campaign, we help organisations across a range of sectors benchmark their current recruitment methods and reinvigorate their strategies in order to attract the right candidate.

Here are the facts: 

  • Recent data from the Corporate Executive Board (CEB) shows that candidates who have a positive experience put in more effort in the job, to the tune of 15%.
  • Those who have a positive recruitment experience are also 38% more likely to stay with that employer than those who didn’t.
  • REC report The candidate strikes back shows candidates share their experiences. Over a third (35%) talk to family or friends and a quarter (24%) talk to people in their professional network about an organisation’s job application process.
  • Employers and candidates have different priorities. A third (34%) of workers think providing feedback for unsuccessful candidates is the most important way organisations can deliver a good candidate experience, compared to only 3% of employers.

The challenge now is attracting the attention of both active and passive candidates– then making the process quick, effective and as straightforward as possible for the candidate, while not adding huge complexity or cost onto the employer.

The craft of search is becoming increasingly sophisticated. It’s no longer just a search and find process. It’s about long term relationship building, and communicating every step of the way.

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