Reshaping Recruitment!!

We have been a part of the Staffing industry and known it for a while, but as compared to the Market Post-Covid, satisfying the requirements of your client and candidate is becoming tougher and tougher now.?

Clients :?have become more specific and choosier about what they want. If we compare the scenario of 2022 with 2021, the hiring was more lenient then and all they wanted a candidate to onboard anyhow. You realize this when you look at certain aspects like the interview process, salary approvals, Work mode , project requirement and many more things- how have they changed. If we are not digesting the culture of our client and their expectations, our efforts will end in disaster. Their decision making is not only restricted to technical skill sets but involves perspective from different angles (Cultural, behavioral etc.) “Competition is too high, and the clients are pushing the Talent suppliers to revisit their hiring models and pattern. Customer experience matters the most and they will tend to rely on those suppliers who understand their pain points & can offer solutions for the same.”??

• Candidate Market?: Definitely, 2022 is a candidate market. In last 2 years, the shift from physical to Virtual Office has opened up plethora of opportunities for the candidates. They have multiple options available for them in terms of brands, Salary, location, Technology stack and so on. Unless you satisfy all of them you cannot crack the deal. They will not budge to the 'aha' requirements of the clients, until you are able to map them to their preferences. To identify them, it is necessary to ask maximum number of questions and prepare your pitch accordingly to match their preferences. Handling and convincing the candidate is very important since your pitch itself can influence their decision-making.?

You may come across various Types of candidates :?

• Crawlers or Head Shakers?:?I am sure you have come across candidates who tend to answer you in all “yes” or in just one liners – sounding all disinterested. These types of candidates are least bothered about what are you pitching them- no matter how much you try.?It is better not to try to convince and present these types of candidates to the clients.?
• Curious heads :?Here, you come across candidates who ask you a lot of questions- About the company, project, technology stack, interview process, location of the company, shift-timings and lots and lots more. These are the candidates who are actually looking to make a shift in their career and interested to know more about the job. They will compare various other companies, projects, and rates and come back to you if they are happy with the value you are mapping them to.?For this, we need to be a ready with all the data & and have examples of use cases relevant to the industry.???

For both the parties, we are the mediators . Preparation of both clients' and candidates' persona is necessary to be a player in the market. We must change our approach, come up with solutions for them and need to know what really matters to them.?"We should stop focusing too much on what we can show and start focusing on what really matters to our customers and to whom we are presenting."??