Finding Candidates In A Down Market

Although there are more people looking for jobs, the current glut of candidates actually makes the job of the hiring manager (and recruiter) much harder.  Here’s why:

• Active job candidates - People out of work will apply to any and all jobs they find, whether they’re qualified or not.  For example, just this week I’ve been searching to place a General Manager for an ERP systems consulting firm.  In my search, I reviewed over 150 resumes of candidates who applied over the major job boards (CareerBuilder, HotJobs, DICE, TheLadders, Monster, etc.). After reading all the resumes, I found only 3 job candidates worth following up with, and none of them ended up to be  suitable for the position.  Job board postings are much less effective because you have to do so much filtering to get to the qualified candidates. You are looking for a needle in a haystack.
• Passive job candidates – People who have a job may be extremely hesitant to leave their current job, even if they dislike their job or fear their job will be cut. They possess the “devil they know vs. the devil they don’t know” kind of thinking.  Searching for passive  job candidates can produce viable candidates, except they may not want to make a change, and the work it takes to find them is highly labor intensive.  In such an economy, it can be very difficult to pry them away.
• Lack of “perfect” candidates.  In this kind of job market, hiring managers tend to look for “perfect candidates,” those who meet or exceed all their requirements, and this can actually be a problem.  First of all, it eliminates many candidates who would make excellent employees.  People need a pathway to career growth to achieve satisfaction.  Second, it exposes the hiring company to the risk that these candidates, while they might accept a position that they’re arguably “over-qualified” for because of the state of the economy, but will be the first to leave for “better jobs” when things turn around.  There is no such thing as a perfect candidate – even one who’s already “been there, done that.”

So, in summary, a down job market provides increases the volume of potential candidates, but decreases the quality.  That means the hiring manager (or recruiter) has to do more work, more due diligence, and - with an increased level of risk that the new hire won’t last.  The good ones are out there – it’s just a challenge to find them, and entice them to join you.