For many, posting job ads that reel in the same number of bites as they did pre-pandemic is feeling like an impossible task. Fortunately, finding the right candidate isn’t. You just might need to do things a little differently...

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There’s no denying the pandemic has well and truly shaken up the workforce - from home office setups to stringent new health regulations - and the recruitment process has been no exception. 

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In many respects the candidate pool now feels more like a puddle. Traditional avenues of job advertising like LinkedIn and Seek just aren’t getting the same swell they did pre pandemic. 

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In my experience, this is because of two reasons.

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1. Candidates aren’t as willing to jump ship

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Job mobility reached a new low during the first year of the pandemic and employers with roles to fill have been feeling the pinch as a result. 

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As it turns out, employees are less likely to jump ship during a pandemic, because, well, we’re in a pandemic. Stability is a priority. According to a recent ABS survey, 88% of Aussies think job security is a problem. 

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Senior economist Alison Pennington noted that people, “want to hold on to their job if they have one and if they're not in a decent one they're feeling more insecure about what's ahead”. 

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And if we pull back the recruitment curtain for just a moment, I can absolutely tell you that this is a conversation we’re having with potential candidates on a daily basis.

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Which leads me to the second reason traditional avenues just aren’t cutting it. 

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2. Employers aren’t offering the right incentive

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Offering opportunities for career progression and even a competitive salary are both great incentives but unfortunately these kinds of carrots often aren’t enough

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According to resarch from Glassdoor, 57% of candidates report benefits and perks being among their top considerations before accepting a job, and nearly 80% say they would prefer perks over a pay rise.

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Our experience shows this is bang on. In conversations with candidates, the number one perk potential employees are looking for is flexible working arrangements - particularly the ability to work from home. 

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On more than one occasion we’re had excellent candidates turn down employment opportunities because the flexibility to work from home - even as little as one day per week - wasn’t on the table.

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Employers hiring need to rise to meet these expectations, otherwise, they run the risk of having their active job ads simply gathering dust or missing out on top talent.

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So, how is People In Focus tackling these new challenges? 

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Well, I can tell you that 72% of roles we've advertised in the past year have been filled by candidates not actively looking for a new role. And no, we didn’t go grassroots style and hand out flyers on the shop corner. 

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We have an extensive database filled with candidates - some of whom are actively looking for a new role but many who aren’t. 

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It’s a pool of candidates that we’ve spent days, months and years actively nurturing. 

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Sharing new job openings, hiring tips and even some career advice — because we know that sometimes the right person for the job isn’t the stranger logging into the Zoom interview but the candidate we’ve been fostering a strong relationship with behind the scenes; and with right nudge will be ready to find their next perfect fit.  

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But having an extensive database isn’t the only secret ingredient we’re using to fight this pandemic-sized recruitment hurdle — the real trick lies in the relationship-building skills of our team.

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After all, a candidate is unlikely to maintain contact with us if we don’t have their best interests at heart. 

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Lucky for them, we don’t have to pretend. We genuinely care. It’s hard not to after stepping in for a job hunt. Regardless of where they end up.

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That’s the power of a recruitment agency. 

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Ready to find your next recruitment solution? You’ll find innovative (and effective) options over here.