It’s very clear that during a recession, jobs that would be available in more favorable economic times are few and far between. It is normal for this to happen and when they do exist the pay rates also tend to be squeezed. I understand market forces and supply and demand so hey, let’s adjust and respond to the new circumstances.

Just as the advice for business during hard economic times is to redouble their efforts to keep and win new customers or market share, so too it must be the same for those working in the recruitment industry. After all the market for resources has to work more efficiently as there is more resource supply then demand. Recruitment agencies provide a pivotal position in ensuring the market for resources is sufficiently matched to the needs of organisations, as well of course making money. The main thrust of my concerns here is that more and more the potential recruit is being excluded from the recruitment process if indeed the process is understood at all. This appears an efficient use of technology; however, I bet I speak for many candidates when I say that there is an increasing feeling that this technology together with an agency business model has created within the process a black hole. What is the process after a CV has been posted? Why except in fewer cases don’t candidates receive consistent feedback about the outcome of their interest? What normally is the case is nothing is heard except in the mind of the candidate of an uncertain perception of CV landing on a desk to be found interesting, perhaps even talked about or simply discarded. My point is whatever the scenario is a candidate has the right to know.

The truth is that more and more agencies are not getting back to candidates except by automatic emails using the phrase, ‘if you do not hear in 7 days then assume you have been unsuccessful’. We now live in a virtual world of communications which offers efficiency through the media of the internet but the price we have paid is the personal touch. In many respects ironically candidates are being alienated from the very recruitment process in which they play a key strategic part. Managed by agencies candidates are being are seemingly reduced to ‘body shop’ players.

Some dubious recruitment techniques;

• Even though a candidate could have their CV on many sites, why are agencies not actively searching and comparing each role against their large candidate database, and proactively consistently communicating the opportunities personally?

• The posting of nonexistent jobs to increase their candidate database and using this information to sell other services such as CV critique services and training.

• Offering a potential position in an email asking the candidate to call which ends up as simply information gathering on rates, locations and previous remuneration packages, and no follow up.

• A lack of transparency to the whole process, as there is not tangible evidence save for an automatic email that any CV has been sent to an employer, or subsequent update on outcome.

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