As employment markets free up, does the power currently sit with employer or employee?

This question although controversial is definitely being tested across the board at present with many finding it a cryptic puzzle to solve.

Buoyed by positive economic media reports across the region and in light of a perceived endless supply of strong candidates, many hiring managers are left scratching their heads when offers don’t eventuate to hires or when candidates withdraw mid interview process. Whether candidates are expecting too much or hiring managers are simply drawing out processes and still hoping that they can engage the best possible talent is debatable.

Conversely many candidates actively seeking moves are having heavily inflated expectations given the interest levels they are getting from multiple companies and recruiters. This is further compounded by the limited opportunities and salary increases that have been commonplace over the last two years.

As an employer, it is difficult to navigate through this at present but there are some simple and sometimes overlooked points that employers should bear in mind:

• Don’t just assume that because someone is interviewing for a position that they will accept
• Don’t presume that the role you are recruiting is far and above the most attractive proposition they are entertaining
• Momentum is key – candidates respond better to swift, interactive and fluid recruitment processes….time kills all deals

Job seekers are also finding interview processes a mine-field of potential issues. Below are some simple but effective measures to avoid problems:

• Work out in advance why it is you would look to leave your current role/organisation – is it simply the role you are in? Internal mobility is high on most HR agendas and it pays to ask for what you want before deciding to look at external opportunities
• Try to decide early on in an interview process whether you will actually accept the role on offer - is the opportunity, money and environment etc right for you?

If employers and candidates are to find the best match – it takes careful consideration and more importantly, vast amounts of investigating what it is you (as the job-seeker) are looking for and what both the employer and candidate can offer. We are still finding that recruiters play an integral role in unravelling both parties’ expectations which is resulting in positive outcomes for all.

David Barr
Director of Robert Walters, Sydney
[email protected]