Recruitment News

Recruiters Ramp Up for Job Market Recovery

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As we battle the uncertainties and curveballs thrown at us during the COVID-19 crisis, there is a steady flow of job market recovery outlooks from news sources across the world that is hard to digest day by day. In some instances, predictions are dire in terms of high joblessness rates, collapsed industries and severe economic downturn. In other news, we learn of massive job hiring from large companies necessary to keep up with the demand of new business models during store closures, supply shortages and mandatory shutdowns. In the tech and healthcare sectors, there shows no slowdown. Healthcare, with pharma, is in demand more now than ever; computer software and tech jobs in general will be specifically important as advanced software and applications will become necessities as we inevitably transition to a more remote, socially-distant workday (and find that we may continue to operate under those pretenses for much longer.)

In all scenarios, work will continue and jobs will be available. And if economic upheavals of the past are any indication, recruiters will need to be ready with a pipeline of talent as the job market recovery takes place, while also meeting the demands of clients who may need the help now.

In a swoop of a couple months, what was once dubbed the candidate market, with companies scouring and competing for talent, our candidate pool is now predicted to overflow. A good problem to have to help meet talent demand, especially as we recover and the hiring channels burst open again; a difficult challenge when there are not enough placements or the talent available does not sync with the jobs at hand.

Now is the time when the ingenuity and resourcefulness of recruiters will be on full display. With creativity and an open-mind for change, recruiters will help keep the business of getting people back to work alive. By working with both their network of job candidates and the organizations they find talent for, recruiters have a greater opportunity to contribute to current stability and future recovery, even if it is making one small connection at a time.

  1. Save time for candidates by creating a targeted receptacle of opportunities. Job hunters will be looking everywhere, especially if desperation sets in, sometimes to hit dead ends everywhere they turn. A recruiter has insight – insight into what jobs are on hold, the reality of a job truly coming to fruition and what the next steps are in the hiring process. By creating a solid directory of viable positions, you will have given candidates a track to follow which can help ease frustrations. Through a text blast, daily podcast, a free web page that directs users to available opportunities, there are a number of ways you can share opportunities that will help job seekers find that needle in the haystack.
  2. Transparency and availability are a must. If a candidate was fortunate to have had an interview, or even a request for an interview, make sure they know the status one way or the other. Help them plan. Being ghosted by a recruiter is frustrating during a hot job market; when you are fighting for a livelihood, it can be devastating.
  3. Lend your expertise to the employer to help develop creative hiring models. We really don’t know how the current state of the world will pan out. Some businesses may be changed forever and how we work may be changed for the foreseeable future. But we will still need to work in some capacity even if it’s not like how it was before. Help employers budget for a different way of building their workforces. A job that may have been onsite before may be more cost-effective if it becomes remote. Contract, seasonal, and optional benefit packages could all be put on the table to make a hire.
  4. Get back to basics and help candidates with resumes. Help them target new opportunities by defining their business acumen, allowing them to sell themselves for positions that could be a stepping stone.
  5. Collaborate with your recruiting peers. During the war for talent, that practice may have not been foremost on our minds. But when one of us needs a lifeline, it will fall on all of us to keep each other above water. Brainstorming on opportunities and helping each other make connections will reward us ten-fold.

It’s also important to remember that while we may be tempted to see recruiting and hiring as stalled in the here and now, that may not be the case. A revolutionary program like Recruitment Resource Outsourcing (RRO) can provide an organization with a team of recruiters that will be working for them today to help stabilize business operations with the right staff, but will also be focused on a strategy to address demand and promote growth when our economy is in job market recovery mode. RRO was developed and introduced to manage the ebb and flow of workforce business needs. With the dramatic onset of the current pandemic and its inevitable effects on the job landscape, this evolved recruiting program is the answer to building current and future workforces.

No one can presume to have the magic cure for what will fix the pending job market changes and how they will affect how recruiting and hiring takes place. With preparation, a strong network and insight into the needs of the hiring companies, recruiters, however, are poised to help soften the impact and keep hiring flowing.

About Pierpoint

Pierpoint International is an award-winning provider of RPO, full and partial lifecycle recruiting, and sourcing services. Our global team is led by former Fortune 100 talent acquisition execs from Cisco, People Soft, Disney, Wellpoint and other Baker’s Dozen RPO firms. Pierpoint’s seasoned recruiters have expertise in recruiting solutions, an average of 8 years tenure, and are fluent in 8 languages supporting the US, EMEA & APAC.

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