The recruitment market is challenging at the moment due to the high level of labour available which is combined with relatively low level of calibre. Many candidates in the market appear to either not be suitable for the job they are doing and have been managed out of the business or are having relationship issues with their current employer. This could be as a result of poor management, support or increased pressure to perform and they are unable to deliver.
Our experience is that clients are becoming significantly more demanding with regard to calibre and employ a forensic attention to detail which ultimately finds that a candidate may not be suitable.
It appears as though many businesses have tried to resolve their headcount requirements themselves and have had mixed results.
Based on current levels of dialogue with senior management and the fact we are being approached to tender suggests that there is an increased appetite for our engagement in senior appointments. Managers in businesses are too busy to screen and interview high volumes of candidates as there focus needs to be on close business management.
As we move toward the end of the third quarter, we sense an increasing concern as to whether businesses have the key people needed to pull the businesses through the difficult trading conditions. Our prediction is that once September is behind us we will find ourselves busy in assisting businesses reform there teams before the start of 2012. Good candidates will be in demand. This positions JGA well, because we are trusted by our strongest candidates and should be able to respond quickly for senior appointment needs.
The skill pool will improve toward the end of the year, but candidates will be cautious if they are still employed and looking for a new opportunity. Good operators desire a high level of confidentiality and we are able to assist in that area.