In February 2004 we wrote about, low unemployment, a buoyant and growing industry and how that was resulting in a shortage of good candidates. At that time we stated that the industry needed to adjust their recruitment processes to meet the market.

I must admit that there has been a substantial improvement from clients who have read the current market and know that if they are approached with a good candidate that they only have a small window of opportunity to respond and secure them.

They can ask us the hard questions and we can give them experienced career advice.

We are the first stop for candidates who are wanting to change their jobs, immigrating or returning from overseas. They feel safe with us as they are confident with our experience we know the industry and which companies are looking for people. They can ask us the hard questions and we can give them experienced career advice. By the time we have interviewed and profiled our candidates it is very clear to us which clients they will FIT with, not only by skill but by culture. Although we have the experience and have put the time into making these decisions for clients, we do still experience clients missing out on good people when they are slow to respond to:
 

• Giving an interview time to see a candidate
• Making a decision on a candidate

We often have to say to our clients "I am sorry but that candidate has got a job." We find that in today's market, when a candidate is not snapped up quickly by the client we target them too, they are quickly snapped up by someone else.

In the Apparel industry, there is an extreme shortage of patternmakers - especially CAD , O/Seas production co-coordinators, merchandise assistants,  Q/As and retail professionals. We often have clients saying that they are "too busy this week to see anyone". A week is far too long for a candidate to wait for an interview. The ideal time frame and process for a successful recruitment that results in the best person for the role are as follows:

• Recruitment consultant is contacted by the candidate
• 1st interview by consultant within 48hours
• Profiled and promoted to the client within 24hours
• Interviewed by the client within 48hours of receiving the details
• Second interview by the client within 48hours of the 1st interview
• Decision made within 24 hours.

In the life of the candidate this is a seven day process and seven days for some people is a life time, especially if they are not presently employed. They need to earn money to pay their rent and other outgoings. In the case of the candidate currently in employment, there is still urgency. These people will tell a lot of people that they are looking and once again if they are after a role, they will be snapped up immediately.

We still have clients saying, "if they want to work for 'us' they will wait". Two years ago that would have been accepted, but not in today’s market. Candidates today are becoming more discerning about who they work for and what environment they want to be in. The selling of a job and the company is becoming a crucial part of our recruitment process. The candidate selling themselves to the company is only now part of the process.

In a low skill but buoyant industry market speed if of the essence.