The job market in the UK is currently experiencing significant changes, with an increase in unemployment rates and a surplus of job openings, according to recent data from the Office for National Statistics. Despite challenges related to the cost-of-living crisis, companies are actively working to maintain their competitiveness in recruiting and retaining employees, leading to sustained wage growth. However, industry experts are viewing this trend as a sign of a “cooling” in the job market.
From February to April, the total number of job vacancies in the UK decreased by 26,000, settling at 898,000. Although this figure exceeds pre-pandemic levels, the ratio of unemployed individuals per job vacancy has been steadily rising, approaching levels seen before the pandemic.
In response to the growing demand for skilled workers, Jonathan Firth, VP of Recruitment Solutions at LHH, has emphasised the potential of enhancing the skills of untapped talent to meet the increasing demands during the cost-of-living crisis. There is also a highlighted need for upskilling and talent development in administrative and operational support roles within professional services.
Considering the perspective of human resources and talent acquisition, the surge in the number of job seekers underscores the need for employers to streamline their hiring processes to avoid being overlooked by potential candidates. Luke Shipley, the CEO and Co-Founder of Zinc, has stressed the importance of delivering a seamless and efficient application process to candidates, given that the influx of applicants could potentially overwhelm HR teams and compromise the thoroughness of the screening process.
The changing landscape of recruitment, coupled with the influx of younger candidates into the workforce, requires the implementation of a more agile and automated hiring process to ensure a positive candidate experience and prevent the loss of talent to competing organisations.
FAQs
How to ensure the right candidates with the desired skills and experience apply to your role?
Avoid using ambiguous job titles and company specific jargon, as this may deter potentially suitable candidates from applying. To ensure that the person specification perfectly reflects the job requirements, the selection criteria should be specific, as opposed to more generalist. This also helps the candidates to understand what skills and experiences you are looking for, as well as keeping selection/shortlisting decisions consistent.
Looking to improve the diversity of applications within your advertising?
Creating an advert without any unconscious bias is a great way for candidates to be introduced to your business. Avoid using language that would alienate candidates such as gendered words.
How to streamline the application process
Avoid asking candidates to fill in application forms as part of the early recruitment process. Some organisations require these for background screening or other internal reasons; however, this can be done at the point of offer. Most candidates utilise mobile applications for their job search and may be put off by a lengthy application process.
How you can free up your teams’ time by introducing technology into the recruitment process
It is always important to embrace new technology as it is a significant factor in driving forward change within recruitment. The use of video interview has removed steps within the traditional interview process and can enable organisations to build their teams faster. AI can bring additional strengths to the process, from sifting applications through to creating adverts and sending regular communication out to your talent pools. Allowing us to streamline, save time and produce instant metrics and KPI information.