Ghosting.
Have you ever experienced being ghosted on Snapchat or other social media, leaving you with no idea what the person is up to or where they are? It's a bit annoying if you'd rather have been in touch with them. As a recruitment consultant, one can almost taste the same medicine when attractive candidates want to be invisible on LinkedIn. So, how can we see this through their eyes and avoid key skills becoming impossible to find when recruiting specialists?
I følge Statistisk Sentralbyrå syntes 84 % av statlige virksomheter at det var vanskelig å rekruttere IT spesialister i 2022, og flere selskaper forteller i dag om mangel på kompetanse. Innen IT blir dyktige kandidater kontaktet 4-5 ganger i uken av ulike rekruttere. Ofte blir de kontaktet med tilbud om jobber de opplever som urelevante. Tenk om du eller jeg hadde blitt stoppet på vei til jobb hver dag, og blitt spurt om å kjøpe produkter som ikke er relevant for oss? Magefølelsen min sier at vi hadde likt det de første gangene, men så hadde det kanskje tæret på tålmodigheten og blitt løst med en rask spurt.
«Recruiting an IT specialist today is roughly like a bidding war for a three-bedroom flat in a scorching hot market in the middle of Majorstua a few years ago.
This is important to remember when speaking with skilled candidates who are passionate about their field and their job, and who consistently receive validation for the high demand for their expertise. Personally, I find it incredibly important to understand what candidates are actually working on, interpret their career progression, and be a good sparring partner when they are ready for new career opportunities. Can good relationships, trust, and interest in what they Actually to avoid, resulting in the avoidance of ghosting in the candidate market? In any case, I believe this is the key to good processes and good candidate dialogue that extends over several years and career stages.
My advice is:
- See the candidate for who they are, not for the title they hold.
- Examine the candidate's profile carefully and highlight what you believe will be the success factors for this particular candidate.
- Avoid mass-sent messages/InMails.
- Focus on building good relationships and keep the promises you make to candidates.
Good luck with the recruitment process!
Written by: Ida Charlotte Fehn.
Source: SSB https://www.ssb.no/statbank/table/10860/
