Tips, Hints and Insights into all things data..

Happy New Year to you all,

Alongside the regular info posts, polls and reposts from the data, analytics and tech industry, once a week this newsletter tries to bring what's happening live into your inboxes!

New Year, New Month and New Week..

So time to try something New?

In a perceived overall market downturn, exacerbated by the media, general hype with the threat of continual quarterly recessions and the cold weather its no wonder people feel a bit down. But what does this mean for candidates and companies alike?

Insight -

Candidates, often in a recession, especially where lots of tech lay offs have been happening, tend to retract from new roles and stay where they are. But again this is perceived and it doesn't mean that people wont move into a new role, and January is notoriously the month for new jobs being resolution number 2 after getting fit. After a few conversations with candidates since being back, the role now has to be right, purpose driven or in an industry they want to move in to. Didn't mention money, as that seems to be less important currently as job security, enjoyment, vision and purpose strive to the top.

Clients, some have seen hiring demand shifted from Q4 into Q1 this year as the understanding of where the market is seems to now be managed, as opposed to reactive. Also for lots its coming up to end/start of their financial years so March time will likely see a new uplift. Still plenty of live roles across the sector!

Its worth saying that this is for the DnA and tech industry only, from what we have seen the downturn has been fractional if at all. With more roles from new clients going live towards the end of last year and into Q1. I'm sure other industries would have been affected differently!

Hints -

Candidates are now 'judging' perspective new employers on much more than just a salary uplift. And this is happening at the point of initial discussion. For example, more candidates are now better informed prior to engaging in a process. They've checked Glassdoor, gone through LinkedIn and/or website, noted values, created questions and seem to know more than previously. For example, 'its says on their website they have a life before work culture, can you tell me more..'

Why not, if you haven't already, create a brochure to use within the recruitment process that delights candidates before they've even started engaging. This will only put you one step ahead of your competition in the ongoing search for great talent.

Tip - Update where candidates will check first after hearing of the opportunity. Does your website have enough exciting, relevant information? What is your pre engagement candidate plan? Has to be more than a shopping list spec these days. Are you using 'a day in the life here at X company' videos to showcase what is like. Impactful leadership statements can also indicate vision early on too. Are you briefing / supporting the people who have first communication with potential new hires. How engaging is your Applicant Tracking System for when they apply?

If you need support with any of the above please do get in touch!

I hope you find these newsletters useful and can take away some actions from them. Please look out for the next one again on Monday!