over 2 years ago by Meg Fenner Jamieson

Recruitment Round-Up

Recruitment Round up blog

CMD Recruitment takes a look at the most talked about stories in the industry at the moment, what's trending and opinions from the experts. 

Shortage of Permanent Candidates:

New data from The REC’s latest JobsOutlook report shows that half of UK employers and recruiters looking to fill permanent roles can expect to find a shortage of candidates.

The number of employers expressing concerns over the sufficient availability of contract and interim workers rose six points this quarter to 72%, which is over double the figure expressing the same last year at 34%.
To battle this, more employers and hiring managers are using agency workers to manage uncertainty, which rose 19% compared to this time last year.

Despite tightening candidate availability, over 83% of employers expressed satisfaction with the candidate presented by their recruitment agencies – up 9 points from 2017. Since surveyed in April-June 2018, this has risen by 5 points year-on-year to 80%. Over the same period, the proportion of employers expressing dissatisfaction reduced 3%, from 10% to 7%.

Who's talking about this? 
Redline Group

The launch of Google Jobs:

Launched the 17th of July in the UK after it’s US debut in 2017, the new Google for Jobs aims to speed up the job search experience for both candidates and employers. Candidates can search for things like “jobs near me” or a specific query such as “consultancy jobs near me”. 

Joy Xi, product manager at Google Search, told the Standard: “Job hunting can be challenging – jobs are listed on different sites across the web and it’s not always easy to identify which jobs are suited to your needs or where to find them."

Despite the Google for Jobs launch coming with an expectation to change the way UK job boards operate, it appears that many recruitment firms have been slow to adapt. 

I-COM’s Managing Director, Mike Blackburn, explains: “Larger recruiters have been slow to react to the potential this new service offers, perhaps down to the cost of changing their systems.” However, job boards have already seized the opportunity, with many of their listings appearing on top of Google for Jobs. “The major job boards have adapted their platforms to cater for the new requirements, and are currently dominating the Google for Jobs listings,” Mike adds.

This is largely in thanks to Google partnering with large UK
jobsites, including Reed, Guardian Jobs, Totaljobs.com, LinkedIn and Glassdoor, meaning they are likely receiving priority. Google is also working with other established players including The Telegraph, CV Library and totallylegal, which will take users directly to the application page.

Users can also access salary information, reviews and employer ratings.

Who's talking about this?
The Standard
Recruitment Grapevine

Candidates and Ghosting:

The trend of Ghosting has been spun on its head. Dozens of websites are devoted to receiving the complaints of candidates who’ve been ghosted by employers/recruiters. This includes never having received acknowledgement for their application, no call back after an interview or simply being left hanging for a hiring decision. And now candidates are getting their own back.

Amongst the younger generations, ghosting has “almost become a new vocabulary” in which “no response is a response,” says Amanda Bradford, CEO and founder of The League, a dating app. Now, “that same behaviour is happening in the job market,” says Bradford, who’s experienced ghosting with engineering candidates who ignored her company.

Although it’s easy to assume that once a person applies for a job they will do whatever it takes to follow it through and secure employment, research has shown that this assumption can sometimes be wrong. Refinery29 reports that the ghosting trend was popularly documented last month throughout LinkedIn. But career consultants and hiring managers say that this new, uncommitted job-hunting has been booming for the last few years.

So, if ghosting was originally initiated by employers why are is there surprise that the trend has been spun on 
its head? With rejected candidates tired of chasing for feedback and more choices becoming available each day, it could be a simple turning of the tables.

However, to save your reputation as a recruiter, and the same goes for candidates, both parties should be respectful of one another’s time.

Who's talking about this?
HR Dive
Recruitment Grapevine