The scars left from the financial crisis are still fresh so companies are cautious to offer up permanent roles and are therefore quite open to the option of using temporary office staff on an initial basis. Temporary work in the public sector has seen significant increases where many new roles are project related. As the market recovers employees will have more leverage which will see salaries, benefits and the demand for a more flexible work environment increase. Part-time and working from home options are hugely popular with companies tapping into the older workforce and stay-at-home parent markets, who have huge skills to offer once the companies have the technology to support this.
From Sigmar’s perspective, screening candidates for technical and cultural fit is key, before sending candidates to our clients. Testing of candidates at the very first stages of the process ensures that candidates are prepped and ready to move as quickly as employers are moving, to ensure employers obtain the top talent available to them. We may not have returned to the days of the Celtic Tiger just yet, when candidates could pick and choose their next job, but we are a million miles away from the dark days of 2010. Temporary candidates in particular are no longer on the market for weeks, it is now more so a case of days and even hours. Companies need to rethink their recruitment strategies if they wish to secure the best talent otherwise they will be swiftly taken from the market. This is shaping up to be a great year for both employers and employees alike with processes running smoother than ever and appointments being filled quickly and professionally.
With the market continuing to improve, we again saw a rise in salaries last year, particularly in the latter end. Competition for talent is continuing to increase which is reflected in salaries for skilled candidates. 2016 saw the return of benefit packages with companies pitching their benefits to prospective candidates, as a way of winning candidates who are in several processes at once.It is evident that salary is no longer the number one factor in candidates’ reasons for changing job positions. Companies are having to map out career plans for new employees at the interview stage making interviews very much a 50/50 process between the employer and the employee. We have also seen an increase in counter offers. Counter offers are something to be aware of when assessing a candidate’s motivations to move. Good news for employers is that at entry level salaries have remained constant. Candidates looking for their first step on the career ladder can be very flexible but will still have expectations of a great work environment and culture. Legislation for temporary workers is at the forefront so matching salaries to that of their permanent counterparts is essential.
For candidates when looking for an office role researching the company where you are trying to get a new job is key. While there is a huge pool for companies to hire great candidates from, there is still an expectation that all interviewees will have done significant research prior to their interview. Not knowing adequate information about your potential future employer, is a disappointing reason to not get a job role. Companies invest a lot of time and money on their websites, LinkedIn pages, PR etc. It is expected that you will have researched the company and be able to comprehensively answer the question “why do you want to work here?” with great examples from your research. This can be the decision maker when it comes down to two candidates and deciding which of the two deserve the job. A well prepared answer can demonstrate to your potential employer that you want the role more.
Posted by Recruitment Consultant, Sigmar on 4 January 2017