"OPEN TO WORK, OPEN TO CHANGE"

?As some will know I have been "Open to Work" twice in the last 2 years. "Open to Work" was foreign to me for most of my working career, yes lucky me, so consider my surprise when getting myself out there with agencies and job applications, left me sour, angry and time wasted. If you carry on reading then know this is not a story of sour grapes, but know the molotov cocktail is a metaphor for me after a CEO made me sit through 4 interviews and then promised an offer, that never arrived.

The recruitment agency model for job seekers is largely broken, in my experience, there are many charlatans and the one defining feature regards looking for a job is the connection of people which many agencies often fail. I know there are very good recruiters out there and despite the growing supply of candidates, still treat their clients and applicants well.

?I have commented on the changes in businesses since the banking crisis and now the automation wave, and I know and understand the time poor, competitive and cost centric employment practices, as I have been on the other end. Having hired many into my previous teams, I do hope they did not face the same issues as I and many connections I have, that have shared.

Before I delve into the concerns of a candidate I should acknowledge the recent plight of a recruiter:

1.?Talent Shortages and Skills Mismatch

• Increased Demand for Skilled Workers: With the rapid advancement of technology and the shift toward digital transformation, there has been a growing demand for highly skilled workers.
• Global Talent Competition: The competition for top talent has intensified globally. As companies increasingly seek to hire the best talent from around the world.

2.?Evolving Job Market Dynamics

• Remote Work and Flexibility: The COVID-19 pandemic accelerated the shift to remote work, altering job market dynamics. Candidates are now more inclined to seek flexible work arrangements.
• Gig Economy Growth: The rise of the gig economy has changed the traditional employment landscape.

3.?Technological Disruption

• AI and Automation: The adoption of AI and automation tools in recruitment has transformed the industry. While these technologies can streamline processes and improve efficiency, they also pose challenges. Agencies that fail to adapt may find themselves struggling to compete with more tech-savvy competitors.
• Data Privacy Concerns: With the increased use of technology, data privacy has become a significant concern. Recruitment agencies must navigate complex regulations like GDPR.

4.?Economic and Political Uncertainty

• Impact of Economic Downturns: The economic uncertainty caused by global events such as the COVID-19 pandemic and AI has affected hiring patterns. Companies may freeze hiring or reduce recruitment budgets, leading to decreased business for agencies.
• Regulatory Changes: Changes in labour laws and immigration policies in various countries have made it more challenging for recruitment agencies to operate.

5.?Increased Competition

• In-house Recruitment: Many companies are building their own in-house recruitment teams, reducing their reliance on external agencies.
• Online Job Platforms: The rise of online job platforms and professional networking sites like LinkedIn has made it easier for employers to connect directly with candidates.

?

From the perspective of job hunters, the recruitment process can be frustrating and challenging due to several issues related to the agencies. Some issues I would like to share regards my experience and learned assumptions:

1.?Lack of Transparency and Communication

• Poor Communication: One of the most common complaints is the lack of communication from recruitment agencies. Applications and interviews where there is no feedback which leaves someone in the dark about their application status, creating frustration and uncertainty.
• Unclear Job Descriptions:? Frequently encountering vague or misleading job descriptions posted by recruitment agencies. Without clear details about the role, responsibilities, and compensation, candidates will struggle to determine if a position is a good fit, leading to wasted time and effort.

2.?Impersonal and Automated Processes

• Over-reliance on Automation: Many recruitment agencies have adopted automated systems to screen and sort applications. While this can streamline the process, it often leads to candidates being rejected by algorithms without any human consideration.
• Lack of Personal Interaction: Job seekers often feel like just another number in the system, with little personal interaction or support from recruitment consultants. This impersonal approach can leave candidates feeling undervalued and disconnected from the process.
• Failed technology: Jon seekers investing considerable time filling in web forms for applications when a CV has all the information. New CV import processes that fail so the job seeker must correct manually.

3.?Mismatched Opportunities

• Inappropriate Job Matches: Being contacted about roles that don’t align with skills, experience, or career goals. Recruitment agencies sometimes push candidates into positions that aren’t a good fit, either because they misunderstand the candidate’s profile or are trying to fill a role quickly to meet a client’s demands.
• Focus on Volume Over Quality: Some agencies prioritize the number of placements over the quality of those placements, leading to a mismatch between candidates and job opportunities. Agencies using job roles to CV fish to bolster their candidate roster to gain clients and retainers.

4.?Unrealistic Expectations and Pressure

• Pressure to Accept Offers: Recruitment agencies can pressure job hunters to accept offers quickly, even if the role isn’t a perfect fit. This pressure can come from the agency’s need to close deals and meet targets, but it can leave candidates feeling rushed and unsure about their decision.
• Unrealistic Job Requirements: Candidates often encounter job listings with overly ambitious requirements, such as extensive experience or advanced qualifications for entry-level roles. This can discourage job hunters, particularly those who are early in their careers or looking to switch industries.
• Low budget high responsibility roles: It is strange that roles that offer low salaries but large responsibilities are being sought by agencies who, you would think, want higher paid roles with greater commission.

5.?Limited Access to Opportunities

• Narrow Focus: Some recruitment agencies specialize in certain industries or types of roles, which can limit the opportunities available to job hunters. Candidates looking to explore new fields or career paths may find that agencies are not well-equipped to support their transition.
• Overemphasis on Passive Candidates: Recruitment agencies often focus on sourcing passive candidates—those who are not actively looking for jobs but are open to new opportunities. This can lead to active job hunters being overlooked, despite their eagerness and availability.

6.?High Expectations for Job Hunters

• Pressure to Meet All Criteria: Candidates may feel pressured to meet every single job requirement listed, even if they have relevant skills or experience that aren’t explicitly mentioned. This can make the job search process more daunting and reduce their confidence.

?

Conclusion

I have been lucky and have worked hard to secure roles in my past, but increasingly I am being told by friends and connections that they or their friends are struggling with the cost of being out of work, mental health and a largely broken system. From the job hunter's perspective, recruitment agencies can be a source of both opportunity and frustration. To improve this experience, recruitment agencies need to prioritize transparency, fairness, and personalized support, ensuring that job hunters feel valued and supported throughout the process.

Companies need to see their recruitment process, within and through agencies, as an extension of their brand and their company values. I am not naive and understand budgets are stretched and that staff are a changeable asset but at a time when the race to the bottom is common place, it would be empowering, inspiring and valuable to have more of the best practices, thus being an industry leader. More candidates are coming, so the recruitment market will grow again, but how will agencies and company recruiters chose to style that growth?