Something we’ve noticed in the market recently is with ever-presence of the candidate shortage, with candidate feedback proving just how in demand they are.
From the second that a candidate decides to begin their job search, they jump onto LinkedIn and other job platforms, update their profile or update that they're open to work, which prompts us on our end that they're actively searching via the different search engines. We find that once we're calling a candidate that has taken these actions, to ask a few initial questions to understand what they're looking for and what's prompted them to start looking, they've already been in touch with two or three recruiters that have called with the same questions. It's really interesting to get a feel for how in demand these candidates are, especially the really strong candidates within this space.
It sounds like a great thing on paper, being in such high demand, but can be overwhelming for some people. For a candidate that is expecting to hear from one or two people, to then receive an overwhelming amount of contact initially, there are a few things that can be done in advance to ensure they can take advantage of these opportunities, while still heading toward their desired outcome.
Know what you want
It is vital to have a good think about; 1. why you're wanting to move on and 2. what positions you would be open to. These should be done before taking any actions like updating your profile or saying that you're open to work.
Try not to talk badly about your current employer and focus more on why you want to head in the direction you’re seeking.
Be as specific as you can about what you're looking for as this will help you later when considering a few different job options. In doing this, decide what your main motivation is, which may be:
salary,
growth within a company,
skills development: for example, there are some roles that offer CA/CPA support
staying within a more transactional space for the remainder of your career.
This will be one of the first questions that a recruiter, who really cares about where you're wanting to go, will ask you.
Recruiter exclusivity
There are often advantages to going exclusive with a recruiter depending on what you're looking for. Specific recruiters who have a strong network will be able to tap into different areas to search for the right role. They will likely get into the details of what industries you're wanting to work in, and where you're looking to go growth-wise, and then tap into their client base to match those requirements, whilst taking culture into account. They're going to have the inside scoop about the companies that you're being put forward for because they've either placed people in that company or they've worked with that company in sourcing their staff. From this, you receive both the perspective of the people that they've placed there and also the clients themselves.
We recommend even just a seven-day period of exclusivity for the recruiter, to get your CV out to those sorts of clients and line up some interviews from these conversations.
There's so much demand in the market at the moment that there's something for most job seekers. It might be a bit overwhelming with the level of choice that comes with applying, so the recommendation here is that candidates start by engaging in an exclusive relationship with a specialist recruiter who can make more targeted approaches for them. It’s great for candidates to be in a market where there is such demand.
If you are looking to apply within the accounting and payroll space, reach out to the team here.