But does the available talent match the skills your clients require when it comes to this post-pandemic, post-Brexit transitioned world? 

From our recent Recruitment Pulse survey, conducted in partnership we Talent Nexus, we discovered recruiters are experiencing overwhelming volumes of applicants for some advertised roles.

• Two thirds of recruiters confirmed finding candidates is now easier than before lockdown 
• Active candidates are more responsive and open to trying new positions
• Passive candidates are more likely to hunker down
• Many have lost their appetite for contract positions, preferring to apply for permanent positions.

The volume of applications can make it hard for recruiters to shortlist the best talent for client consideration, whilst delivering a positive candidate experience. What steps can you take to manage applicant flow and unearth the best talent for every vacancy?

• Ensure your job descriptions truly reflect client needs to help potential candidates assess whether they are a good fit for the role. Posting vacancies to multiple job boards and aggregators may no longer be necessary. In fact, if your website is fully optimised and job-search friendly you should be able to generate sufficient candidate flow with less reliance on external sources.
• Having effective processes in place to manage the influx of new talent should be high on your agenda. Is your CRM an unwieldly beast that’s a pain for your consultants to use? Too much dead data could be holding you back from identifying the best available workers. Now’s the time to review your candidate management tools and implement the changes you need to make your business run with optimum efficiency.
• Putting in place cloud-based candidate screening software can help you ensure your candidates are ready for work within the shortest timeframes possible and stay compliant whilst they are out in assignment. When the UK’s transition period from the EU ends on 31st December 2020, the requirements for Right to Work checks will change for potential hires moving to the UK.  With fines of up to £20,000 per illegal worker and untold reputational damage, there is an imperative for recruiters to ensure they complete the relevant checks.  

If you would like to download Access Recruitment and Volcanic new whitepaper ‘Taking Control in the COVID Storm: Rebooting the Recruitment Industry’ please click here