You’ve come across the perfect candidate for your role, only to discover that they’re in the final stages of another job offer—or have just signed on the dotted line at a competitor.
Though, missing out works both ways—with both job seekers and recruiters on the receiving end. Indeed’s new report Job Hunters: The Complete Guide found that an incredible 9 in 10 job hunters aren’t aware of all of the job opportunities on offer.
Why? Well, it seems that job hunters are failing to take full advantage of the complete range of tools available to help them find their next job. The majority are searching online, with 62% citing job sites as a preferred mechanism for finding their next role. The problem is, they’re not exploring all of the options.
The average time to find a new job in Australia sits at 82 days. That’s a little under a quarter of a year! Remarkably, the report found that simply expanding a job search to more than one job listing website, can reduce the total time taken to find a job to less than a month.
Recruiters could also benefit from conducting a more complete search
So we know that searching on more than one website can help job hunters discover more of the available jobs, but what are the implications of this research for recruiters?
Well, faster placements, a stronger shortlist and a higher likelihood of attracting the right candidate for that hard-to-fill opportunity is all about broadening your search as job seekers expand theirs.
“The tides have turned. Recruiters have well and truly entered a new age of hiring.” she says. “The age of the candidate is here!”
“When I first started out in recruitment, I was desperately trying to make the best impression to candidates, proving I had a glowing reputation and enough sellable aspects about [the company] to win them over.”
Though, Ruby points out that conversations have changed and the balance of power has shifted. “My conversations went from ‘are you interested in moving roles?’ to ‘this is why I think the company would be a great fit for your ambitions’.”
Recruiters often speak of ever-tightening talent pools and the report shows that one in four Australian job hunters is going into an interview with the mindset of interviewing the employer. “It’s a totally different industry to what it was even just five years ago,” says Ruby.
So, is the recruitment process adapting to these changes? And how can recruiters best ensure that they’re reaching all of the available talent and engaging them in a way that leaves a positive impression, regardless of the outcome?
Here are Ruby Lee’s tips for helping you hone your craft as a recruiter and ensure you’re not only meeting people on their job seeking path with empathy—but conducting a complete candidate search to find the best person for each role:
- Post the job! Forget the sense of pride you have in your LBB (Little Black Book) and of candidates you think are loyal to you. Don’t be afraid to advertise the role even if you believe the company is a reputable one whose name speaks for itself. The candidate market is so competitive now and people are no longer just tied to one recruiter or jobs website.
- Embrace employer branding. Recruiting is about more than just filling an open role. Amongst other things, it’s also a great employer branding exercise. Take advantage of the fact you can put each role out there and discuss things such as culture and what it’s really like to work at a particular company.
- Network, network, network! Can you be certain that your database is completely up-to-date? Get out of your comfort zone and meet some new people—your next great hire could be where you least expect them.
- Don’t be afraid to talk about weaknesses. For some job hunters, a crazy workload and lack of mentorship might be fine, but for others this might prove to be a value clash. Being as honest and authentic about what candidates can expect in their first 90 days in a role is a must. If it’s a fast-paced environment, say that. If you’re heading into a busy period, let them know.
- Discuss things that are native to a team. The business you’re recruiting for will have an overarching culture, but individual teams within a company can have very different ways of doing things. Talk to managers of teams you’re recruiting for and ask them about their individual management styles so you can really convey what it’s like to work in that particular team—not just the company as a whole.
- Provide real, actionable feedback. Indeed offers career coaching for candidates who don’t make the cut. Rather than sending off an auto response to reject an unsuccessful interviewee, recruiters engage with candidates to provide meaningful feedback as to why they didn’t get the job and what they could do differently in an interview next time. Rejection calls are sometimes the most rewarding conversations. Being able to provide specific examples that can help the candidate in future (whether they apply again at your company, or elsewhere), is so valuable to job hunters.
- Dare not to tick all the boxes. There’s a fear that if you don’t tick off the long list of requirements given to you for a role, you’re not a great recruiter—because you’re given a brief and you should fill it. But recruiters who are seeing a more broad group of people are the better recruiters. Remember, if you’re ticking all the boxes, you’re not providing that sense of progression for the candidate. People need to feel like there’s a stretch zone in the role, so if you tick all the boxes, there is no stretch zone. Anything that’s technical, can be taught. Attitude can’t be.
- Put yourself in their shoes. You’re helping job hunters along a lengthy and often scary journey. To move jobs is a big deal. It’s a whole new life. Empathy is key. It’s not just about finding someone with the requirements for a particular role. It’s about nurturing someone’s career and helping them find something that’s really going to be fulfilling for them longer term.
“A lot of what’s in the report has confirmed my gut feel about things,” says Ruby. “There hasn’t been a report like this for such a long time. It’s exciting to see something put out that’s telling us what’s actually going on in the industry.”
Keen to know more? Download Job Hunters: The Complete Guide to read the full report.
Methodology: The research was commissioned by Thrive PR and conducted by Lonergan Research in accordance with the ISO 20252 standard. Lonergan Research surveyed 1,371 Australians aged 18+. Surveys were distributed throughout Australia including both capital city and non capital city areas. The survey was conducted online amongst members of a permission-based panel, between Tuesday the 17th of July and Monday the 23rd of July 2018. After interviewing, data was weighted to the latest population estimates sourced from the Australian Bureau of Statistics.