Full database – empty jobs: the conundrum of recruitment post-COVID

October 13th, 2021 | Industry News

Even the best recruitment software for agencies can’t make people sign up for work. The UK furlough scheme has ended, emergency unemployment benefits in the USA ceased several weeks ago, but the expected upsurge in interest in work hasn’t emerged. The President of the American Staffing Association puts it this way, “People who have been on the sidelines have by and large stayed on the sidelines”. In July there were a record 10.9 million job vacancies int the USA.

So what can recruiters do? Online recruitment software can use a softly softly approach engaging potential employees, using automated systems like newsletters and follow up emails to keep in touch with candidates who once expressed interest in employment but are now hesitating to go back to work. Addressing the reasons that people aren’t seeking work can help employers find new staff. There’s been a surge in online applications, but not a matching one in face-to-face engagement. Why?

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Furlough fall out in the UK

September 22nd, 2021 | Industry News

The end of the furlough scheme in September is not expected to have much impact on the record number of empty jobs in the UK, the Recruitment and Employment Confederation is warning. There were 1.6 million vacancies at the beginning of September, and the number is growing. Recruitment agencies are reporting that these shortfalls are hitting both highly qualified jobs and basic labour positions, which is exacerbated by the effects of Brexit. Over a million employees will find out their employment status on 30 September when the scheme ends and UK agencies making the best use of recruitment software have shown a surge of currently employed people looking for their next job ahead of expected bad news on that date. Of course bad news for some will be they have no job to return to, while for others it will be being asked to return to work!

Changing careers is a real option – currently in demand are delivery drivers, driving instructors, plumbers and vehicle repairers.

Talent attraction in the recruitment future

September 7th, 2021 | Industry News

Almost every country and business sector in the world is still experiencing the seismic shift to working from home caused by the pandemic. While SAAS recruitment agencies have had the jump on high street based recruiters when it comes to adjusting to recruiting within, and for, industries that haven’t decided their own future shape yet, there’s still much to be learned. For the first time, candidates are ‘ghosting’ employment offers. It’s not clear why this is happening, although recruitment CRM software shows that it’s happening at the latest possible stage in the process – candidates are going right up to the job offer point before simply disappearing and never responding to emails/texts/messages. Partly it may be that people want the reassurance that they are still valuable to potential employers, partly it’s simply due to the fact that, like online dating, the risk of dropping out feels much lower if all the engagement has been online. Some of the reason though, is that it’s undoubtedly a candidate’s market. Anybody with a relevant skill set is free to shop around and see what’s out there, and window shopping doesn’t mean people are in the market to buy… just that they’re amusing themselves with a look at the landscape.

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Is good for jobs always bad for recruiters?

August 28th, 2021 | Industry News

With specialist blogs and the Financial Times agreeing that this is a good time to be a job hunter, Recruit So Simple is asking whether that necessarily means that it’s a bad time to be hunting for employees.

There’s no doubt that the shortage of labour has driven up entry level salaries. The best recruitment CRM is well capable of tracking year on year or even month on month trends like this, and it’s borne out by a KPMG survey which shows that July’s starting salaries had been inflated by the highest rate for 24 years.

Online recruitment software helps companies beat the recruitment downturn

Brexit and the pandemic have both driven recruitment woes. One way that web based recruitment software is helping buck the trend is by reaching potential recruits where they are most easily to be found – in their own homes, in front of their own screens. The ability to automate processes that engage applicants such as posting blogs on LinkedIn or posting adverts on popular sites, can then be used to free recruitment consultants or HR professionals to engage online with those who respond – as fewer people are available for jobs and more people are cautious about attending big events like the traditional job fairs, this is a good route to both attract people and weed out the inappropriate applicants, giving employers both a larger pool of candidates and a better filtered one.

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Recruitment – orchestration and end of life

August 16th, 2021 | Industry News

Recruitment agencies, often seen as one of the industries that have been enthusiastic about using the internet to improve their business, may actually be lagging behind when it comes to using cloud and software-as-a-service (SAAS) based recruitment technologies.

“Orchestration”, the process of “defragmenting” processes used more commonly in sales operations, can also help SAAS recruitment agencies to create more innovative ways to reach candidates, improve their engagement and be proactive not just in identifying good candidates but also in using web based recruitment software to find potential clients and develop relationships that lead to profit. Another place where orchestration can be beneficial is in handling the grunt work of checking details on CVs and developing a candidate pool that can actually see a rejection as a positive, because it’s followed up with a chance to remain on the books and be offered a position down the line.

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Lewis Hamilton and HR software – what’s the link?

July 29th, 2021 | Industry News

Everybody knows seven-time Formula One World Champion Lewis Hamilton, and his untiring advocacy for better access and representation for Black people. A new report called Accelerating Change: Improving Representation of Black People in UK Motorsport, might seem to have limited relevance to UK recruiting, despite being a worthy contribution to the debate – it actually it has strong recommendations for all organisations.

Recruitment database software is one of the tools that can be used for good in this area. As the report highlights, Lewis Hamilton was expelled from school for something he didn’t do – and with Black Caribbean students being 1.7 times more likely to be excluded than their white counterparts, one of the recommendations is that employers, especially SMEs – who might be too small to have their own HR teams and therefore use recruiters who in turn use recruitment agency software – should be imaginative in their approach. If Black students are more likely to be excluded, they are less likely to have traditional GCSEs. The best recruitment CRM can be used to look for equivalent skills, perhaps apprenticeship training, perhaps voluntary work, that reveal the true skills and capacities of the individual. The report talks about there being 4,000 UK motorsport companies, mostly SMEs. Where companies have to search through applications by hand, they may easily miss these candidates, while good recruiting software with wider parameters, will find them.

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What responsibilities do employers and recruiters have?

July 19th, 2021 | Industry News

It’s a good question, especially when it comes to recruitment. This week we’re highlighting two very different recruitment issues, to explore how technology can help, and where it can’t.

Finding talent

In a recent article in The Engineer, Natalie Desty, Director of STEM Returners for the Royal Academy of Engineers, points out that the demand for engineers will massively outstrip supply in the next couple of years. With an expected demand of over 180,00 engineers annually, it’s expected companies will need to double recruitment of apprentices and graduates.

However, there’s a group of potential candidates who could be ideal for this gap, and recruitment software could help locate them. They are the already trained professionals who are on a career break. Unbelievably, these excellent candidates struggle to obtain interviews because of outmoded recruitment processes that keep them from the shortlist. Recruitment database software can be helpful or harmful – if it’s used to ‘weed out’ anybody whose experience is more than a couple of years old, then it’s missing this talent pool, but the best recruitment CRM doesn’t exclude such candidates, instead it flags them for consultant follow-up, for a call or meeting that explores why they’ve been out of the industry, how long they’ve been trying to get back to work and what they’ve done to update their skills outside the workplace; for example many excellent candidates have upgraded their computing skills in their own time, to ensure that they are able to hit the ground running. The idea applicant tracking system UK would recognise this approach and communicate it to employers.

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Who should you trust with recruitment?

June 30th, 2021 | Industry News

It’s a serious question. Five years ago, every recruitment software blog was talking about Artificial Intelligence (AI) as the ‘big disruptor’ for recruitment. AI was able to assess facial expressions during video interviews, screen resumes in milliseconds and was generally seen as the solution to every hiring problem especially ‘prejudice’ as we termed it then, as it was seen as belonging to the person who made the judgement. As an integral part of online recruitment software, AI was the future. It would offer the best recruitment CRM, tailoring responses to each candidate. It was foolproof.

And then, in 2017, Amazon stopped using an AI CV screener after discovering that its programme was biased against women. It had been systematically downgrading applications including the word ‘women’ and also penalising anyone who graduated from an all-female college.

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Forecasts become more-casts for the recruitment sector

June 21st, 2021 | Industry News

It seems almost impossible to begin a blog post these days without referencing COVID-19, and this one is no exception!

International IT – ramping up for a diverse future

Some sectors saw massive growth in the lockdown – IT is one of them. The current recruitment software trends in IT suggest a much more dispersed workforce (Tata consulting in India has stated that by 2025 only 25% of employees will operate from a designated workplace), recruitment is growing and the stagnation in both salaries and bonuses is being rapidly eroded by demand, and holistic hiring (AI psychometric evaluations, video task tests and interview tools etc) has become standard as a result of not being able to interview candidates in person. ‘Soft skills’ have come to the fore in international IT as more and more individuals are finding themselves in client facing roles, not least because there are fewer workplace based roles where one person handles clients while a dozen others take on the back-office tasks. Instead, most roles combine technical skills with people skills, and as a result, cultural fit and team-working are being viewed as essential requirements alongside qualifications and expertise. Decentralised international IT is also using SAAS recruitment agencies to reach out to more geographical areas, as it creates systems that allow people to work from home, meaning that concentrations of skills in geographic areas are rapidly breaking down.

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Recruitment roadmaps – post COVID

May 27th, 2021 | Industry News

The UK economy has weathered the second lockdown much better than expected, despite having the worst economic response of the G7 countries and the second worst in Europe (only Spain fared worse), the stock market rallied by mid February and unemployment has not risen as much as feared.

This has significant consequences for the recruitment industry. There may have be more finance on offer for apprenticeships and training schemes and fast track visa options but recruitment management software is tracking some challenging issues: work experience gaps, the collapse of many planned career progressions, especially in research, sales, the arts and hospitality where working from home just didn’t pan out and younger workers failing to get their expected exam results due to COVID-19 disruption.

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