Today wanted to share some insights on the changing dynamics of the recruitment landscape and how we, at MPG are adapting to these new conditions.
In today’s recruitment world, we are witnessing an unprecedented influx of job applications. With platforms like Seek and other job boards making it easy to apply for multiple jobs with just a few clicks, we’re averaging around 150 applications per vacancy. However, this convenience comes with a significant challenge: around 90% of these candidates are not a match for the job, and only about 1-2% align with the company culture. Despite this, we are committed to finding the right candidates amidst the noise.
The Rise of Job Hoppers
A concerning trend we’re observing is the increase in candidates with short tenures at multiple jobs. Since COVID-19, many candidates have survived by hopping from one job to another, staying only for 6-12 months. These candidates often struggle with the mundane aspects of a job or fail to create lasting value, making them risky hires. As a result, we steer clear of such candidates to ensure we bring stability and long-term value to our clients.
Pivoting Our Application Process
To address these challenges, we’ve revamped our application approach. Given that many of the roles we recruit for require phone expertise, such as customer service and business development, we now require candidates to call us or email their resumes. This strategy helps filter out those who are not serious or lack the necessary skills, allowing us to move more quickly and efficiently towards identifying the best candidates.
Implementing Mini References
To further refine our selection process, we’ve introduced a “Mini Reference” check before presenting candidates to clients. We’ve encountered instances where candidates have not been truthful about their employment status, claiming to have left a job when they were actually dismissed. Conducting these preliminary reference checks helps us verify the accuracy of their claims early on. Additionally, we still perform a full reference check between the first and second interviews with our clients to ensure due diligence.
Pre-Interview Homework
To enhance the quality of interviews and better prepare candidates, we now provide pre-interview homework. This involves a series of questions that candidates must answer, helping them to be better prepared and more informed for their interviews. This initiative has been well-received and has significantly increased the quality of the interview process.
Conclusion
The recruitment landscape has undeniably changed, presenting new challenges in finding candidates who possess both the necessary skills and cultural fit. By adapting our strategies, from refining our application process to implementing mini references and pre-interview homework, we are navigating these challenges more effectively. Despite the influx of candidates and the prevalence of job hoppers, our commitment to finding the RIGHT candidates remains unwavering. The game has changed, but with these new approaches, we are better equipped to find the gold amidst the masses.