How can you successfully recruit in the now employee-driven market?
William Tincup tells Bill Banham on our latest podcast about all things recruitment and technology in HR.
HR has been through the war, William says. The ground beneath HR is moving as things are happening; there is no stability.
There is a polarisation between everyone back in the office every day, and the other end of the spectrum where there are no offices. Everything in the middle is some form of ‘hybrid’, and every organisation’s ‘hybrid’ looks different.
Also added to this is the economic uncertainty that shrouds the current day, argues William. As a result:
“ORGANISATIONS ARE LOOKING FOR A NORMALCY THAT STICKS AROUND.”
– William Tincup
William also explores the battle for talent throughout these past few years. Because of the consumerisation of technology, our expectations of everything increase. For example, when we place an online order on Amazon, our expectation is that this will arrive in a timely manner within the specified time period.. Also, for example, if we place a food delivery order on a platform such as UberEats, our expectation is to see the rapid progress of our delivery on the application.
This expectation has bled over into candidates within the recruiting world, argues William.
Recruiters have a moment where the candidates are interested, and the corporate is not accustomed to the speed at which you have to respond. This idea of response time is not a new concept. However, it is a new concept to recruitment. Candidates are moving faster than ever before, becoming more quickly disinterested.
A talent acquisition professional needs to think in hours, minutes and seconds instead of days, weeks and mind.
“RESPONSE RATES NEED TO BE TOP OF MIND.”
– William Tincup
With Millennials and Gen Z in particular, they would rather not work, William says. Previous generations would not be as unwilling to go through a 10-step interview process. Millennials and Gen Z are not willing to go through the same processes.
“EMPLOYER-DRIVEN MARKETS ARE NOW OVER. IT IS ADAPT OR DIE.”
– William Tincup
Finally, William outlines which sectors and jobs will remain in demand if we do end up going through a recession.
The two easiest ones are anything related to healthcare, since there is not enough talent to deal with the needs of today, much less the needs of tomorrow. Also, jobs anywhere in the software world will remain in demand, argues William. Anything in technology worldwide will remain in demand, as this area is also experiencing a major skills shortage.
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Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
