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Inner-Banner
Blog
15
Feb
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Sourcing the Best Candidates in a Newly Defined Job Market

Even now, in the midst of a global pandemic, it’s still business as usual in the recruitment and selection sector. Organisations are still hiring, and the job market continues to grow – albeit in some industries more than others.
But sourcing candidates in this newly defined marketplace can be challenging.

There’s lots of factors to take into consideration, as well as red tape and restrictions that HR online professionals now face.

The changing face of candidates


Prior to the pandemic, and the rise in remote working, the essential characteristics of candidates focused on personality traits.

Good social and communication skills, personal likeability and charisma were all highly sought-after traits. It stands to reason when social interaction, networking and relationships formed such a large part of our working day.

Of course, things are a little different now… and as a result, so is the recruitment process and candidate criteria.

As we navigate the ‘new normal’ of 2021, there are three characteristics that have come to the fore:

  • Self-discipline: The ability to self-motivate and lead your way through difficult tasks without the constant contact of a manager has never been more important. Candidates that can demonstrate their ability to be self-starters will have a competitive advantage.
  • Personal initiative: Welcome to the new age, where initiative is not just welcomed but is a prerequisite. The ability to act independently and think ahead is today a valuable skill to possess.
  • Emotional stability: Not to dismiss the importance of wellbeing, candidates will be encouraged to have a work-life balance and maintain their mental health as a priority. Those who can perform at peak performance with limited social interactions from others will have a distinct advantage.

Hiring managers must therefore amend their selection criteria to select candidates with the above three personal qualities.

Interviews, but not as you know them…


Interviews are an essential part of the recruitment process, but owing to remote working, these are no longer ‘face-to-face’, where the following four channels of communication would typically be available:

  • Words – what people say.
  • Voice tones – the way something is said.
  • Body language – non-verbal cues that form part of an impression
  • Subliminal cues – such as scent, proximity, and angle-orientation. These are subtle cues that affect perceptions and how people judge the suitability of others.

>During remote interviews, we lose the very essence of the human-side of decision-making, and the important ‘chemistry’ so often talked about.

With that in mind, remote interview decision-making is today based upon a smaller number of factors. The restricted amount of available information means that recruiters should be better prepared.

Be prepared for the counteroffer


One new challenge to be prepared for is the counter-off. Given that many employees were denied bonuses, promotions and pay rises in the past year, this has become a contentious issue.

With the job market in buoyant shape, it’s a candidate led market, meaning that you can easily fall into the dreaded situation of the ‘play-by-play ‘counteroffer, whereby they use alternative job offers to barter for the best deal.

To ensure you don’t fall foul of this, try incorporating these tactics into the recruitment process.

  • Find out why they want to leave? When someone interviews for a new job, they are likely not getting what they need in their current role. It’s crucial to find out what this is is, and find ways to plug that gap. While an employer may be able to match the money, presumably they are unable to meet some other requirements. This makes it imperative to fully understand the candidate’s real career objectives.
  • Out-counter the counter: If the candidate is expecting a counteroffer, be upfront and ask for the chance to speak to them once it has been offered. This will provide the opportunity to match the deal on the table. While an employer generally wants to avoid a bidding war for talent, there is no escaping the reality that this happens.
  • Stay in close contact (virtually of course). Make sure you’re engaged and in touch with your candidate at all times throughout the recruitment process. This will help nurture your relationship and build their excitement about working for you. This could play nicely to your advantage in the event of a bidding war.

As one of the top recruitment agencies in Dublin, we have first-hand insight about candidates, and understand the complexities of sourcing the right professionals for your business.

These are just a few helpful tips to ensure you get the very best talent, while navigating the challenges of recruiting at this time.

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