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Are you Prepared for a Candidate’s Market?
Posted By Dave Lefkow On May 9, 2006 @ 12:00 am In Advice and How-Tos | 2 Comments
The national unemployment rate, now at 4.7%, continues to decline. Recruiting costs are rising, and it’s taking longer to find and hire people again. Hiring managers are starting to get frustrated. Believe it or not, employers still have the upper hand ó but not for long. In 2011, the first big wave of Baby Boomers begin retiring. This has the potential to leave a talent void that stretches all the way up to the executive suite. But don’t hit the panic button just yet. In a few years, you’ll be wondering why you didn’t take advantage of the opportunities you had today to capitalize on what was an employer’s market in comparison. Recruiting is often the hardest hit by an economic recovery. Stripped to the bone during a recession, fewer recruiters are left to do more work when a rebound happens.
Because of the increased competition for recruiting talent (economists would be wise to watch the ERE job board  (for signs of economic life), companies start hiring rookie recruiters to fill in where experienced recruiters left off. Team productivity often suffers, but in the long term, new blood ends up being a great thing as it becomes less difficult to implement the new approaches necessary to deal with new realities. The ripple effect is just starting to hit other professions and the general media. The Seattle Post-Intelligencer recently posted a story about starting salaries for lawyers from top schools creeping above $135,000, with multiple-offer scenarios becoming common again. Another sign of a heated talent market in an early stage is the level of competition for MBAs. When economies are having trouble, there are MBAs with three to five years of experience in the available labor pool. During a swing like we’re in now, it’s less likely that you’ll be able to find an affordable MBA who isn’t “fresh off the boat.”
According to a recent survey  from the MBA Career Services Council, the national job market for MBAs is growing quickly, with higher starting salaries, more jobs, and more employers competing for the same talent. Consulting, financial services, consumer products, and healthcare industries lead a rise in hiring across almost all industries. Signs of Trouble There are many signs that companies have not seen the writing on the wall and aren’t taking the steps necessary to prepare for an overheated talent market. In a candidate’s market, your organization may have a very rough ride if you:
We’ve just started to get the early returns on a much more competitive market for talent. For now, only the early adopters who are in touch with market trends have taken the actions necessary to prepare themselves. I had the distinct honor the other day of meeting a health care recruiting team that is setting up a proactive central sourcing group that will be building strong talent pipelines for the future (the average age of a nurse is 48 years old). Other groups I’ve met with are really thinking hard about how to apply the principles of networking and customer relationship management to their recruiting processes. A sales and marketing mentality is starting to work its way into the fabric of the top percentile of recruiting teams. The job market is already as hot as it was in early 2001, but there’s still time to prepare yourself for potentially hotter days to come.
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URL to article: http://www.ere.net/2006/05/09/are-you-prepared-for-a-candidates-market/
URLs in this post:
 job board: http://www.erexchange.com/jobboard
 recent survey: http://www.mbacsc.org/download/March2006_PressRelease.pdf
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