Recruitment Market Is Changing
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Recruitment Market Is Changing

on 28 November 2020

​The evolution of technology has changed the work force and its values with focusing entirely on individuals’ needs for achievement, recognition, and appreciation and job challenges. Much of this is because of the creation of new ideas that occur in the digital world at a rapid rate. Many of us have been educated and trained to think we need to follow a career path, when the real lesson is that in this new ever-changing world anything is possible. Taking into consideration that by being creative, co-operative and being part of a network can unleash new opportunities with no guidelines, processes or best practices hence the list of opportunities is endless.

Over the years companies in general have been conservative with recruiting and retaining their existing employees, but today’s market is at play which makes us view the world of work differently moving forward.

Employers are obviously concerned with the way the market is changing as they are finding it difficult to find qualified employees which seems to be an increasing problem. Employers are nowadays becoming more frustrated as they are not receiving as many relevant applications as they did a few years back. Moreover, when a potential candidate does apply and eventually goes through the interviewing process and lands the job, the candidate might have another offer or two in their hands.

Evidently companies are having to take this ever-growing change in their stride and deal with the other challenge of retaining their existing employees at the same time. Especially, the younger generation have strongly shown that they are interested in opportunity and advancement. They do not want to just settle in the same position for the long haul, they want to know where they are going in the next few years. Where does this trend come from? The low unemployment level is undoubtedly causing this as the demand is much greater than the supply.

Most people do not want to work for companies where they do not think they will fit in. As a recruitment agency, our role is to manage expectation and we provide a lot of information to potential candidates about the dynamics and culture of the organisation to ensure they would be a good fit. This is how we would add value to the organisation who would entrust us in assisting them with their recruitment as they would not waste time interviewing or recruiting the wrong candidate.

Asking or a raise

Of course, one of the reasons why people would want to change jobs is to improve the remuneration packages and many would try to bargain hard to obtain the best deal. One needs to be cautious though, because while it is important to improve the earnings, making unrealistic request may backfire with prospective employers, or the recruiters who are assisting them in sourcing the required talent. Recruiters are looking for people who are not just motivated by money, but by the prospect of working for a great company and making a difference.

Having said all this, it is evident that organizations require recruitment support. Using a recruitment agency does help in identifying and attracting talent, and reduces pressure on companies. Recruitment agencies are interacting with candidates, both who are actively searching for new opportunities as well as those who may not be thinking about changing jobs at the time but could be potentially a good fit for a particular vacancy.

In recent years many organisations invested in their recruitment process and in some cases managed to attract the desired talent without the assistance of recruiters. We are nowadays seeing companies who never considered using the services of recruiters before but are left with no other choice but to turn to them now as they have struggled for months on ends to recruit. Some of those companies who had invested in in-house recruitment staff are not seeing the desired results and are still turning to the recruitment agencies to assist them with some particular vacancies.

Through extensive knowledge about specific sectors in the local market, recruiters would know where the talent is available. Generally, they have an established network of candidates and contacts. These are contacts they have established and built trust with over many years. If they are really good, they would have created a pipeline of potential candidates. Recruiters have built strong industry and functional relationships in order to solicit input, advice and to network their open jobs. They also have a good sense of which firms and skill sets to target for organisations’ openings. They know the value of each position and the market rate of pay. With that knowledge, they can help guide candidates through the process, both locals, and foreigners seeking jobs in Malta. All of this gives them a head start and the ability to jump-start the recruitment process. It certainly leaves you with the impression that jobs will be filled in a much timelier manner with ‘better-fit’ talent.

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