GCB Recruitment’s managing director and specialist Land and New Homes manager, Gareth Broom, gives us his thoughts and experience of the industry’s job market.
Have there been changes to industry recruitment in last 12 months?
Most definitely! The industry has become very quickly over the last 12 months job seeker-driven in nearly all industries. As employers will all-too-well know, wages are at a seven-year high due to a skill shortage. We as recruiters having personally seen the level of qualified and suitable candidates drop by around 25% to 30%, according to our analytics.
Whilst this is fantastic news for job seekers now fully in the driving seat with new opportunities arising daily and more often than not having two or three offers on the table to choose from, it’s bad news for employers, as they’re now fighting their competition not just for work, but now it’s the battle for top-quality employees as well.
Which roles are difficult to fill?
Of course, with the candidate shortage ever-present, filling roles isn’t harder, just taking that little bit longer, as we’re having to find new avenues to find those perfect people. However, whilst there’s a shortage of candidates, once we find them, we have a high percentage of placing those people with our clients.
If there’s one thing that employers can work on to help fill roles in a candidate-driven market, it’s time. Time kills the hiring process quicker than anything, and sometimes before it’s really able to take flight. Speed when looking to hire is everything! Ensuring that you know what you want from the very beginning will ensure that you’re off to a great start, and being on the ball throughout will enable the process to be both smooth and successful. Reviewing CVs and interviewing quickly will keep you ahead of your competition, and should you find your perfect fit don’t hold back with your offer.
Go in strong – that way you’re not entering into a lengthy job offer tug-of-war with your potential employee and you’ll truly find out how serious they are.
Are housebuilders and construction companies easy to deal with?
Very much so. They generally always know what they want and if you’re providing a service there’s nothing better than having a detailed proof to work from. And as a specialist recruiter, it’s important for GCB Recruitment to provide our clients with the ideal candidates to join their businesses.
Despite having extremely busy working schedules they’re very responsive to us and appreciate the need to act fast, in order to ensure a new employee can be matched and placed as soon as required.
Is there a perfect way for employers to interact with specialist recruiters?
For us, in the first instance to know what they want by being detailed and transparent in their description of not only the job but the type of individual they wish to work for their organisation, because while a number of people could do the job, not everyone fits the company culture.
Identifying exactly what they want lets us ensure that we follow one of our core values by providing ‘quality over quantity’ individuals their way. The key to success in this current employee-driven market is to strike while the iron is hot, so to speak, by reviewing and responding to CVs received by us quickly. And booking in interviews within the ‘golden 24-hour’ window ensuring that feedback is provided, and a quick decision is reached.
Finally, the most important thing is communication. Having an open line of communication with us at all times is important as we’re here to help you throughout the whole process. Remember a specialist recruiter works hard so you don’t have to! But without a line of communication, it’s nearly impossible for us to help you the way we would like.
Is there something about your approach to clients and candidates that we are proud of?
Our motto “we get people” and that exactly what we do!
We understand people, we understand what they need and require in the working life. And we literally get people for people!
We’re extremely proud of our ethos, working on a ‘quality over quantity’ basis ensuring that we find and pairing people who not only work together but think together too! Using our region and sector-specific approach, unique to ourselves, means our clients and candidates have a single point of contact throughout the process who specialises and understands exactly what’s required.
It is very easy in a highly competitive recruitment market to lose client or candidate faith in the recruitment service, therefore it is imperative we listen and offer the best possible service.
Do candidates showing an interest require experience?
This is often the case, as were specialist recruiters so our clients 90% of the time come to us because of our large talent pool of experienced individuals. However, a lot of the time it’s down to our client’s requirements and often within our Land and New Homes division, while they require experience they can be happy to recruit a candidate with a residential property background as opposed to development experience. Like I said, it ultimately depends on our client’s needs.
Are internships and work placements vital for young people?
Whilst some clients require experienced candidates, we do recruit for trainees and graduates and there is a high level of applications for these positions. And honestly, placing trainees, while it’s hard work, is one of the most rewarding, placing someone within their first role at the very start of their career. Hoping that one day you hear from them again years later when they’re higher up that career ladder.
A big advantage for an individual is work experience, someone who has an understanding of the role and the working environment will undoubtedly be looked at more favourably. They can also potentially provide a reference from their internship/work experience which will assist their application.
What are your predictions for the job market over the next year?
There is without a doubt some uncertainty in the job market at present, however, in a challenging market the need for pro-active and specialist recruiters is essential. This enables clients to focus on other important work aspects, as well as saving money in the long run by avoiding bad hires.
With Brexit on the horizon there are still the waves of uncertainty. However, the job market is buoyant, if you know what you’re doing accompanied by the drive to grow in a competitive market. This will always ensure opportunities remain available for proven candidates.
Your email has been successfully added to newsletter list.