Looking back over the last decade we have seen a huge shift in the recruitment industry. Not only has the internet and social media completely changed the way we interact, but so has the way you apply for a job. As a recruitment consultancy, we have had to adapt and develop, learning plenty of lessons along the way. We spoke to Matt Lawford, Operations Director and Darren Buckley, Director at AJ Chambers, about how recruitment has changed over the past 10 years.
The UK workforce is now made up of over 50% of Millennials and Gen-Z’s and they are having a huge impact on ways of working which makes the slightly older generation’s (the Gen- x and Baby Boomer) sit up and listen. They’re used to traditional working ways whereas the younger generation are more flexible and current with social media, diversity, new technology etc.
There has been a huge digital shift in the past decade. Thanks to technology, it now saves the recruitment industry a lot of time and money as well as opening up more opportunity. The days of printing out candidate profiles and then sending them out in the post or even faxing them seem like a distant memory! Over the years social media was really only used recreationally but now social media is almost a requirement for the recruitment industry. It plays a huge part in candidate and client generation.
Nowadays a job isn’t all about the salary and position. Benefits and a company culture play a huge part in whether a candidate will accept a role. It’s rare that a small salary increase will make much difference if a candidate doesn’t get a warm, positive feeling about the company.
Technology has advanced so much that there are plenty of new jobs required that would have never existed a decade ago, which also works the other way round where many roles which were a mainstay are simply obsolete.
Company branding has never felt more important than in this day and age. Companies who do not focus on their brand ultimately lose out when recruiting. Your brand is there to gain the trust of your customers so publicising false values that a company doesn’t follow won’t do them any favours. Nothing diminishes a brand faster than a negative candidate experience, so it’s essential that companies demonstrate their true values from the moment a customer clicks on the website.
CV’s Are Telling
No matter how well an individual might explain and articulate, a choppy, jumpy CV is always a risk. The best way to predict future behaviours is model past.
Technology has enormously impacted the ways we communicate over the last decade. It’s easier than ever to swerve an old- fashioned call and replace it with an email or text. This way of communication has developed into a culture where no matter what time of the day, communication is constant; however is this really for the best? Arguably, it has made the recruitment industry slightly trickier in that it encourages the culture of ‘ghosting’, where someone cuts all lines of communication off.
A decade ago, a CV filled with roles was a turn-off whereas today, it’s something that’s understood and expected. Compared to the Gen- X and Baby Boomer generation, the Gen – Z and Millennial’s are likely to change jobs more frequently.
Flexible working is one of the most significant changes in the working ways. More and more companies are adapting to this new way of work and it’s a major expectation for many candidates. Whether it’s starting late and finishing early for childcare or working from home, people care more than ever about when and where they can work. If a company promotes themselves with this flexible work culture then they’re more attractive to candidates.
Instead of annual performance reviews businesses are now encouraging more frequent feedback sessions like monthly one to one’s and structured learning opportunities. Showing that you’re comfortable with learning new skills, receiving feedback and adapting to workplace cultures can set candidates apart.