It is clear that there is currently a significant talent shortage in the Irish market, when it comes to recruiting for highly technical and difficult to fill positions. Research published by Pwc suggests that upwards of 60% of HR decision makers are struggling to hire the desired candidate due to a shortage of qualified individuals. This is particularly relevant within the IT and software development market, as companies are increasingly looking abroad in order to fill their requirements. Candidates have a vast array of options and have the ability to weigh up their options and pursue roles that meet their goals from a financial, role and career progression point of view. In IT, there are simply more jobs than there are candidates to fill them. What does this mean as recruiters?
I believe that the candidate should be placed at the center of the recruitment process and must be treated accordingly. It is obviously also key to ensure an extremely positive client experience but it is often the case the candidates do not receive the appropriate care during the recruitment process. Too often, candidates can be frustrated by recruiters due to an unprofessional approach with an irrelevant job offer, or poor communication skills when providing updates through the recruitment process. It is particularly important to provide a quality candidate experience in this market, in order to effectively engage and build relationships with candidate. But what are the best ways to do this? From my experience, there are 3 main areas where candidate become disgruntled with recruiters
Research your audience:
Candidates are understandably frustrated by multiple irrelevant communications about roles that are not suitable. It is important to take the time to research the candidates background and make sure your position is relevant and will add value to them technically, as well as offer a natural step forward in their career
It is extremely important to make sure the candidate knows exactly what to expect throughout the recruitment process. Talking through the role in detail, but also the company profile and culture are important before making an application. When a candidate goes to interview, they should be fully prepared and know what to expect from the company, the role and the package on offer if successful
In recruitment it can be easy to get bogged down as you may be dealing with multiple roles across multiple clients, but it is imperative to give candidates updates and feedback consistently, especially if they have been unsuccessful in the process. Feedback and open communication is trhe key to building a work relationship going forward.