With the job market constantly evolving, it is increasingly more challenging for job seekers to secure a job. According to a recent survey we at Robert Walters Singapore conducted, about 88% of jobseekers feel that their job applications often go ignored. Half of the candidates who responded to the survey mention that they send out more than 5 job applications per week. This is a growing trend as we constantly hear feedback as professionals worry about the time and effort it takes to secure a job, let alone their dream job, right now.
As much as job seekers are facing challenges, employers are also experiencing their fair share of difficulties. More than 50% of employers who participated in our survey admitted that their hiring process has slowed down due to a massive increase in job applications. The reasons why they could not get back as efficiently include receiving applications from both under- and overqualified candidates, a lack of relevant experience, and incomplete applications.
The findings from Robert Walters Singapore’s survey show an increasing strain on job seekers and employers, even with a limited talent pool in Singapore and employers finding difficulties in getting the right talent with in-demand skillsets. So, what can both parties do on their part?
Job seekers – Relook at how you use AI
AI has inevitably latched itself into our lives. Useful as it is, AI can be a double-edged tool for someone seeking a job. The use of AI, without a personal touch, can make it hard for job seekers to stand out from the rest. Using AI might also imply a lack of effort from the applicants to customise the resumes to the specific requirements of the job.
Candidates should invest effort to make themselves more visible to hiring managers. Some examples of what candidates can do include seeking the help of recruitment agencies, connecting with hiring managers via social media platforms, or getting a referral to get an edge over the rest.
Hiring managers – Implement innovative solutions and strategic approaches to interviewing
As the years go by, traditional interviews are no longer as effective as before. Companies are now tasked to adapt their solutions and approaches to ensure that their hiring practices remain effective. New and improved interview strategies should be implemented to understand an interviewee’s potential, such as their resilience, adaptability, cultural alignment, and improved communication strategies. This, paired with an engaging interview process, can also help improve the efficiency in finding the right talent.
It is also important to continuously maintain clear, ongoing communication with candidates during the hiring process. Being clear about the whole hiring process from start to end allows the candidate to feel informed and shows that the company respects them. Hiring managers will also need to consider strategies, such as increasing transparency in terms of who will or will not get a reply.
Next steps
A global Robert Walters hiring challenges report – released in April – cited a trend of candidate ghosting as one of the hiring challenges faced globally. With 61% of jobseekers sharing that they will be put off by a long application process, the importance of investing in effective recruitment strategies companies can consider to avoid costly mishires and reduce the number of candidates from whom they do not receive a response from in the middle or towards the end of the hiring process. Tips cited in the global report include highlighting company stability, offering flexible work arrangements, and demonstrating a commitment to employee wellbeing to attract motivated candidates who are seeking a secure and fulfilling career.
Job seekers and hiring managers can do more to evolve their strategies to increase their chances of getting noticed, and to find the right talent without over-stretching their resources. A smooth and seamless hiring process will go a long way to help employers find the right talent, and for professionals to find their best career fit.
About the author
With more than 2 decades of experience working in the recruitment industry, Kirsty is the Country Manager of Robert Walters Singapore. Kirsty began her career in the UK, where she honed her skills and experiences in both permanent and contract recruitment solutions, and has been based in Singapore for the past 9 years. Kirsty has a track record of launching and developing high performance teams, developing new accounts and also mentoring and coaching future leaders. Kirsty’s leadership is marked by her strategic vision and commitment to fostering innovative recruitment solutions, and her dedication to fostering genuine connections, alongside her innovative mindset, have been instrumental in her professional achievements.
