A jobs market update from Kinetic Recruitment.
Working in recruitment these days is undoubtedly still an uphill battle.
I honestly can't think of one agency in Auckland or Wellington that has not been affected in some way. Most have downsized, either intentionally or by natural attrition and some have closed their doors.
Many have changed their reward structures to commission only and safe to say the majority have lost income in one way or another. As in all sales environments, we are only as good as our last success and they are few and far between!
With all the changes going on, believe it or not there is an upside. The transactional recruiter is a dying breed, survival of the fittest culls the weakest in the herd.
In the current market, it is no longer possible for recruiters who rely on throwing out CVs and hoping that one will hit the mark to survive.
Knowing our clients well and having a strong relationship is the only way to ensure that when we are given the opportunity to provide a candidate for a role that we get it exactly right.
As we talk to our clients and hear about their experiences recruiting themselves, it is a common theme that they are not keen to do it again!
What most have found is that, not only do they have to deal with hundreds of applicants and put processes in place for responding to each candidate whether successful or not, but there is a whole new and unexpected process required whereby employers are expected to give feedback to those who have not been successful in securing the position.
Obviously we deal with this on a daily basis – frustrations are high among people who have been looking for work for some time. An email, a phone call or a letter responding to an applicant is imperative to maintain good feeling about an employer's brand in the market; I would expect this at least if I was applying for a job.
Another variation on the theme of the last few years where everyone was stumbling in their enthusiasm to advance up the career ladder is that people have become really flexible and are willing to downgrade on either their salary or their responsibilities.
They accept positions that do not utilise their skills and experience because they need to pay their bills.
I can absolutely understand this from a candidate's perspective, it's tough out there.
However clients may see mass movement from staff when times are better and more opportunities present themselves.
Consultants are very aware of this and so our recruitment process is even more thorough; if a client makes the decision to take on an over qualified candidate we will be the first to advise of the pitfalls.
Redundancies are still taking place in the market, but it is no longer a daily occurrence. The four day week/nine day fortnight is working for some and has saved a number of jobs. Some have taken a salary cut to guarantee their position for a certain period of time.
Clients are still cutting costs where they can, but the "agency ban" has been lifted in a number of cases and we have been allowed back into the lives of many of our clients.
Temporary roles have definitely picked up and longer term assignments are the norm. Clients are negotiating rates and candidates are more flexible so meeting half way is always possible.
CASE STUDY
We recently interviewed a Marketing Manager - an excellent candidate with great skills who, in good times, wouldn't have lasted in the market more than a week.
She had many positive attributes but in fact her best was her attitude. She told us she wanted to work and that she would do anything.
The next day she was doing a data entry temporary assignment and because of that great attitude, we went the extra mile for her, approached clients who we knew were looking and she starts her new Marketing position in two weeks.
What I love about this situation is that she was happy to do anything and she was grateful for the work, for this she was top of our priority list. Attitude to life is still the most important thing for me ...
* Kate Ross is director of Kinetic Recruitment as well as upcoming part time job website The Outfit and the Return2work programme, in partnership with Sarah Paykel.
