When the economy is doing well, the job market scene does well. From this scenario, 2 groups emerge from here;
Group 1 (Clients) is the Hiring Managers/ HR/ Recruitment Companies/ Search Firms/ Talent Acquisition teams and Head of Departments. This group have 1 common problem faced, yes... PROBLEM. The lack of talents. Why so you may ask? Well, it is the on-going trend that when the job market is doing well, the talents tend to be pickier about choice of potential Employer and more demanding about package.
Group 2 (Candidates) is the talents out there who will jump on opportunities to scale up the corporate ladder, move up the ranks within the same industry and also in return, having a more attractive remuneration package. This in turn creates more opportunities for others within their current organization once they leave for greener pastures.
Realistically, that is the ideal scenario that benefits everyone. Employers get more and better talents who can take on more scope and responsibility and potential candidates move on to greater heights in their careers.
Of course, we do not live in an ideal society whereby economy always point to the north. Another scenario surfaces when the economy is not doing so well, and 2 groups also appear.
Group 1 (Clients)
Inactive Clients - This category makes up more than half of all the organizations I come into contact with. They are inactive in the sense; they stop hiring due to economic downturn, implement measures to stay competitive and do minor `restructuring` within themselves to cut costs of operation.
Active Clients - This category is the one that I daresay makes up less than 1/5 of the market. They implement policies to maintain overhead costs, strategize sales and marketing projects to be stay competitive and lastly, they NEVER stop hiring. Yes you read me right. THEY CONTINUE HIRING TALENTS. Why you might ask. The answer is simple. This unique group of Clients realised that in order to: STAY AHEAD, BE COMPETITIVE AND BEING BEST IN CLASS. They view this period as the critical time to recruit talents even when the economy is doing not so well because they also realised 3 things; Talents is in abundance during this period of time, talents tend to be less picky (demanding) and last but not the least, they come in remuneration packages that does not leave HR scratching their heads over figures/ numbers.
Group 2 (Candidates) comes about due to unfortunate retrenchments process by some organizations. Although they tend to be more critical of the opportunities that was laid in front of them in the past, the fact remains; They are still talents in their own rights and professionals in what they do best. The difference between the past and present is that now, they do not have the luxury to choose and compare the offers from Company A, B and C unlike the past when the marketplace is bustling with activities.
Sadly, many talents still remain ‘stuck on the shelf` without any prospective offers and the main reason is because they do not know how to market themselves. *Self marketing is an interesting topic that I will cover soon in the near future.
What I can say is, with many organization whom are slow in the uptake, there is an abundance of TALENTS out in the marketplace. With the correct choice, decision and self-marketing, `exposure` made respectively by both the Clients and Candidates (talents), its only a matter of time before they find each other via recruitment firms, talent management firms, HR consultancy firms or other channels readily available.
Hiring managers and organizations, what better time to start and leap frog your competitors than now.
Talents and potential candidates assess the situation well and make the RIGHT choice. Now is the time to start planning your future and to learn what the power of self-marketing and exposure can do for you.
Source:
http://human-resources-mgt.bestmanagementarticles.com/a-30006-recruitment-trends
Group 1 (Clients) is the Hiring Managers/ HR/ Recruitment Companies/ Search Firms/ Talent Acquisition teams and Head of Departments. This group have 1 common problem faced, yes... PROBLEM. The lack of talents. Why so you may ask? Well, it is the on-going trend that when the job market is doing well, the talents tend to be pickier about choice of potential Employer and more demanding about package.
Group 2 (Candidates) is the talents out there who will jump on opportunities to scale up the corporate ladder, move up the ranks within the same industry and also in return, having a more attractive remuneration package. This in turn creates more opportunities for others within their current organization once they leave for greener pastures.
Realistically, that is the ideal scenario that benefits everyone. Employers get more and better talents who can take on more scope and responsibility and potential candidates move on to greater heights in their careers.
Of course, we do not live in an ideal society whereby economy always point to the north. Another scenario surfaces when the economy is not doing so well, and 2 groups also appear.
Group 1 (Clients)
Inactive Clients - This category makes up more than half of all the organizations I come into contact with. They are inactive in the sense; they stop hiring due to economic downturn, implement measures to stay competitive and do minor `restructuring` within themselves to cut costs of operation.
Active Clients - This category is the one that I daresay makes up less than 1/5 of the market. They implement policies to maintain overhead costs, strategize sales and marketing projects to be stay competitive and lastly, they NEVER stop hiring. Yes you read me right. THEY CONTINUE HIRING TALENTS. Why you might ask. The answer is simple. This unique group of Clients realised that in order to: STAY AHEAD, BE COMPETITIVE AND BEING BEST IN CLASS. They view this period as the critical time to recruit talents even when the economy is doing not so well because they also realised 3 things; Talents is in abundance during this period of time, talents tend to be less picky (demanding) and last but not the least, they come in remuneration packages that does not leave HR scratching their heads over figures/ numbers.
Group 2 (Candidates) comes about due to unfortunate retrenchments process by some organizations. Although they tend to be more critical of the opportunities that was laid in front of them in the past, the fact remains; They are still talents in their own rights and professionals in what they do best. The difference between the past and present is that now, they do not have the luxury to choose and compare the offers from Company A, B and C unlike the past when the marketplace is bustling with activities.
Sadly, many talents still remain ‘stuck on the shelf` without any prospective offers and the main reason is because they do not know how to market themselves. *Self marketing is an interesting topic that I will cover soon in the near future.
What I can say is, with many organization whom are slow in the uptake, there is an abundance of TALENTS out in the marketplace. With the correct choice, decision and self-marketing, `exposure` made respectively by both the Clients and Candidates (talents), its only a matter of time before they find each other via recruitment firms, talent management firms, HR consultancy firms or other channels readily available.
Hiring managers and organizations, what better time to start and leap frog your competitors than now.
Talents and potential candidates assess the situation well and make the RIGHT choice. Now is the time to start planning your future and to learn what the power of self-marketing and exposure can do for you.
Source:
http://human-resources-mgt.bestmanagementarticles.com/a-30006-recruitment-trends
