Posted May 2020
In the financial services industry in the UK and Europe, many hiring managers have endured the length and breadth of the talent shortage. For years, many job post have been met with a trickle of responses, so much so that you have waited nervously to see if the source finally dries up. You have revised, rethought, and remade every aspect of your talent acquisition process, several times over, in an attempt to drive up interest.
In 2020, this is likely to look different. As many companies make drastic cuts to their workforce in an attempt to stay afloat, being in the position to hire is a fortunate one. However, the same condition causes higher unemployment and less projects available for the existing candidate pool, leading to an influx of active job seekers. With the tide turning for candidate scarce markets, even in areas where there is already a healthy supply in talent, companies with open positions are likely to see an unusual flood of applications.
But too many applicants, whatever anyone might advise, is not a good problem to have.
Download this guide to discover:
Current and historical factors influencing the job market
The real cost of a candidate-flooded market
How to reduce time-to-hire without compromising quality
If you would like assistance in your hiring strategies, don't hesitate to reach out.