Latest statistics for the last quarter from Chiumento regarding resettlement following redundancy suggest that the ‘panic mode’ affecting job searchers – who feared they had few if any options for finding a new job – has dissolved.
Our delegates are comfortable to take their time in finding their next role, focusing instead on ensuring it is the right one for them.
Those referred by their organisation to Chiumento for help to find a new job are more relaxed than they have been in a long time. Indeed, they expect to have several offers to choose from. Some turnaround! In addition, the enthusiasm for self-employment which emerged during recession has waned as more traditional employment options are easier to come by than has been the case in recent years.
Does that mean the ‘war for talent’ is back with a vengeance? Maybe, but it’s a different war than the pre-recessionary one. Originally driven by candidate arrogance recognising the value of talent in the market, this time there is no doubt that the recent recession has been sobering for any job hunter. Cautious optimism is the phrase that springs to mind to describe the current mood.
Recently at Chiumento we had the opportunity to compare what these statistics are saying with those produced by our recruitment division. Admittedly this is in a single specialist area of HR recruitment only, but that function was hit particularly hard in recession with many in-house recruitment teams ripped apart. The necessity was to save money on functions that were unproductive – with recruitment teams a natural target as there was little recruitment to be done.
Now the talk is of the difficulty of hiring specific skills in areas like Science, Technology, Engineering and Maths (often referred to as STEM). So in areas where great candidates are at a premium, the boot is now firmly on the other foot, with candidates able to pick and choose from job offers, whilst in recession employers were picking and choosing from candidates. And with the need to recruit rapidly, organisations are replenishing their in-house recruitment teams.
Even the market for interim specialists has returned to a semblance of its former self as – and this may surprise you – permanent candidates are increasingly hard to come by.
For our outplacement delegates, this is good news, but it remains critical to every one of them that they are careful to make the right choices. Now, thank heavens, they have more time to consider. Comfortable that there are jobs out there, delegates feel safe in taking time for proper consideration of what career path they really want, what organisational culture really suits them, what alternative routes to employment exist, and so on, before prioritising their job search plans.
The huge value of this ‘time to think’ is often lost, and some organisations seem to view outplacement services as just help to get a job – ASAP.
Actually, done properly, it is so much more than that.
Even in boom times (and we are not there yet!) losing your job is a shock. It can be life changing, can destroy confidence and damage self-belief. In this state, no-one’s ready to rush off for an interview, nor are they likely to succeed if they do. This is particularly true of those with long service in a single organisation. For them the outside world is a mystery. And someone to act as a guide, mentor and challenger is worth their weight in gold.
So yes, our delegates are more relaxed about whether they will get a job, but the even more positive news is that they are prepared to wait for the right job, and not take the first thing that comes along. This should mean less square pegs in round holes and more good fits.
Great news for everyone, don’t you think?