Recruiting rollercoaster, it’s up, it’s down… or is it up? 🎢
While the press is focused on the doom & gloom that sells newspapers, or talking about companies demanding people return to the office, maybe to help rich building-owning-landlord-clients or because they idolise autocratic leaders, we sit confused. Who knows what is fact.
Like you my LinkedIn feed contains news of layoffs. Respectful layoffs; disrespectful layoffs. There are even analyses of layoffs. And there are layoffs that will negatively impact the future hiring of those companies for years to come. Because layoffs don’t last forever. Companies do bounce back. They will need to recruit again.
But I said this last newsletter, my feed is still full of TA & HR leaders getting jobs. Lots of them. Maybe I see more because I react to these posts but I am seeing people starting jobs. And maybe it’s because my network is global so I see other countries still thriving. 🤷♀️
Wherever you are on the recruiting rollercoaster, you can find the truth for your industry and your niche. You talk to candidates day in, day out. You know if they’re inundated with offers or a dime-a-dozen. You know if they’re holding their ground and still demanding hybrid or remote. You know how many people engage and how many do not.
If you don’t, start talking to more people… listen more!
Ask candidates how they’re finding the market, ask employees if they’re still receiving the same level of approaches. Heck, even ask your managers. Get your head out of the doom & gloom feed and ask questions. Gather intel… you’re going to need it.
You need it because your hiring managers are reading the same doom & gloom and anytime now they could start messing around. They could start believing it’s their market again. And maybe in some sectors this could be the case but for most it won’t be, even with more people available.
(If you’re a recruiter who has been recently laid off, there are recession proof industries. Some even thrive. Get Googling.)
Having started in recruitment before the impact of the internet, I have seen the power shift from company to employee. The internet still provides a wealth of confidence to people who have skills that are in demand. They can see job listings, reviews, employer brand – both real & fake, and most importantly, they can connect with people in the companies they’d like to work for. They can network their way to a job.
There are over 5 billion people on the Internet. And while LinkedIn contains far fewer than a fifth of this number, people connect in other ways. Groups, forums, and all manner of other platforms, both online and offline. People feel confident when they know their worth and can see people and information online. Many people don’t want to return to yesteryear no matter what the press is reporting.
Do your hiring managers understand this? Do they realise that even now, even with doom & gloom abounding that people don’t have to put up with a bad candidate or employee experience? Do they get that people still have choice?
Gather your intel and be ready to influence.
P.S. how is your company doing?
Because if you do get the attention of someone with skills that are in-demand, and you do persuade them to have a call, they will want to know this! One thing I learned from recessions past, people will be looking for some certainty before making a leap. Do you have negative press to counteract? Do you have weak financials? You best be ready to answer because so much of this is visible online. Be sure to know what is being said about your company.
Counteract the recruiting rollercoaster, get strategic!
This is not the time to rest on your laurels. Amazon has been trying to replace recruiters with AI for a while now and seems to be fixing the tech’s bias issue. And though I don’t believe we are replaceable, I do think reactive recruiters will be the most vulnerable to layoffs and replacement in the years ahead.
Strategic recruiters are not afraid to ask the tough questions of the business and their leaders. They’re curious, resilient, and believe in doing what’s right for the company, so even ruffle feathers on occasion. Leaders know and respect their knowledge and input. Strategic recruiters love recruiting because they know the difference they’re making to people’s lives and the businesses they represent. And they’re less likely to be replaced with tech.
Get recruiting rollercoaster ready for 2023. Be strategic. Invest in yourself; invest in your learning.
If ever there was a time to get out of the comfort zone, this is it. Because this rollercoaster looks set to continue!