Page 31 - PWM2024_February

TECHNOLOGY REPORT

(CIPD) is, however, seeing encouraging The CIPD particularly wants employers to think about support- this form of communication.” But on a
signs in the jobs market according to its ing the right to request flexible working from day one. At the positive note, at least he is still able to
latest Labour Market Outlook report. moment, a flexible working request can only be made after 26 arrange interviews.
As Claire McCartney, senior resourc- weeks of being in post.
ing and inclusion adviser at the CIPD, From a recruiter’s perspective, Thompson is seeing movement. “Throughout lockdown,” he says, “I
reports: “56% of the 2,000 employers He says: “Companies are responding positively and proactively to have managed to place people without
surveyed said they are looking to recruit changes in market conditions and are allowing staff to work from them meeting face-to-face. If this pan-
in the first quarter of 2021, up from 53% home where possible.” However, he adds that clients do want staff demic occurred even 20 years ago, you
in the previous quarter and 49% six to return to the office when permitted to do so – “although there would have been telling a completely
months ago. However, this is down from are benefits to home working, nothing compares to the productiv- different story.”
66% during the same quarter last year.” ity of a team environment”. It’s logical that there are perhaps 50%
And it shouldn’t come as a surprise Naturally, and understandably in today’s market, individuals more applications than normal and
that those sectors indicating strong hir- aren’t leaving jobs for greener pastures. Instead, Thompson con- because of this, the most common com-
ing intentions include healthcare, siders that “redundancy and employer instability are the only two plaint from candidates is that a lot of
finance and insurance, education, and reasons that people are looking for a new role.” recruitment companies don’t acknowl-
information and communications. This means, in his view, that companies seeking to hire at this edge applications. In recruitment’s
Conversely, organisations planning to time have to have an offering that truly stands out. defence, Thompson says that “this is a
make redundancies in the first quarter common flaw of more general recruit-
fell from 30% to 20% compared with the The pandemic has changed the process ment companies rather than special-
last quarter. With the pandemic making social interaction either awkward, ists.”
As McCartney sees it, employer confi- harder or illegal, the recruitment process has had to change some-
His advice to general recruitment
dence may be increasing because of “the what. For the CIPD, McCartney is firmly of the view that employ- firms is to remember that “it’s a human
Brexit free trade agreement”, the suc- ers should be “ensuring rigour, structure and challenge” is applied being with hopes and aspirations, going
cess of the vaccine rollout, and the to every stage of their recruitment process – “not only because through one of the most difficult times
they’ve become more reliant on technology, but because they
extension of the Coronavirus Job
The new face of recruitment Retention Scheme. need to step up their efforts to improve diversity, particularly at a in their lives, that is applying for a posi-
tion. Take the time to reply, even if it
senior level.”
they are not suitable for the role, as it
Flexibility is the new norm
Her advice to employers is to critically evaluate their organisa-
If there’s one thing that the pandemic tion’s brand and culture to see how attractive it is to diverse candi- will be greatly appreciated”.
has shown, it’s that some jobs can be dates – and to be asking what changes they can make to help And McCartney concurs with
done from home. And with may workers attract, select, develop and retain more diverse employees. They Thompson’s stance. She says that
home schooling, employees need some also need to evaluate their recruitment activities to assess what’s employers “need to be mindful of how
form of flexibility. But can print offer job most effective at broadening talent pools. competitive the jobs market currently is
flexibility and are candidates demanding “Employers,” she says, “need to be asking questions about what and the financial pressure that many
it? is critical to any role they’re recruiting for to ensure they’re not people are under. They also need to
The first point to note is that CIPD closing the door on anyone; people from different industries or think about the damage to their organi-
research, cited by McCartney, shows backgrounds will have transferable skills and knowledge. They sation’s reputation if they are not treat-
that many employees that are able to should also consider developing career returners and mid-career ing applicants fairly and with
work remotely want hybrid working: a change programmes to help broaden talent pools and people’s consideration”.
mixture of remote and workplace work- skills.” If she were running the process, she’d
ing. She says that employers need to be But for the recruiter, while the role hasn’t altered too much, look at using pre-application assess-
mindful of this and should make changes Thomson says that the most significant difference he’s seen is the ments to potentially reduce the number
to their policies and workplace culture inability to travel and meet clients in person. Instead, he’s having of unsuitable candidates for roles. And
in order not to miss out on talent. to form relationships via Zoom and Teams meetings, and this has where candidates don’t pass to the inter-
Further, the CIPD encourages, she been reflected in the arrangement of interviews for clients: “All view stage, she would notify them that
says, “employers to go much further meetings are being carried out using online platforms rather than “they have been unsuccessful and are
given the many benefits flexible working face-to-face.” encouraged to apply for similar roles
can bring, including improving work-life When it comes to remote interviews, McCartney says it makes within the company again; a generic
balance and making work more accessi- sense that the same principles for face-to-face interviews apply. response will suffice for this. Beyond
ble to those with caring responsibilities”. She says that “employers need to use the same interview questions that, any who get through to interview
On top of that the CIPD thinks that in order to fairly compare responses”. But for the candidate, it’s a stage or are shortlisted, but don’t land
while many have jobs which don’t allow little harder to sell themselves. As Thompson well knows: the job, should be given tailored feed-
remote working there are other forms of “Meeting someone face-to-face is completely different to meeting back if possible”. This, she considers,
flexibility such as job sharing or com- them on a video call. There is not even that first handshake to cre- needn’t be long and “is always appreci-
pressed hours. ate an initial impression and some candidates really struggle with ated by candidates”.

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