Playing the Long Game: Hiring in the Post-COVID-19 Market

For more than two decades, the Architecture, Building, Civil Construction, Consulting Engineering and Property industries have been firmly candidate-driven, but now the tables have turned. In a very short space of time, the market has moved from being job-rich and candidate-poor to candidate-rich and job-poor, and the negotiating power has tipped in the favour of employers.

As a result, we’ve seen a natural shift in the behaviours of our clients as they adapt to these new conditions. This is a great chance to secure quality candidates that might have otherwise been tied up in projects (particularly within Building, Engineering and Civil Construction), but to take full advantage of this opportunity, employers must continue to maintain hiring best practices and ensure they’re providing a positive experience for all candidates.

Remember: we’re still playing a long game. The real benefits of this employer-driven market will come when we aren’t just securing excellent candidates, but keeping them for the long term, ensuring we are positioned to capitalise on this talent when we reach the other side of COVID-19. Here’s what you need to know.

Employer Behaviours Changing in the Post-COVID-19 Market

With a significant uptick in job applications combined with budget cuts and cost optimisations, there’s no doubt that prioritising candidate quality and fit is important to employers hiring in the current market. Many of those we work with have higher expectations with less pressure to hire immediately, so are willing to interview more people to find a “perfect fit” before making a move to secure their desired candidate.

Likewise, we’re seeing cases where interview styles have become more direct as employers try to assess applicants from every possible angle. When interviewing pre-COVID-19, they would seek to understand the individual’s skills & abilities, weaknesses and personality traits, while still ensuring they presented the business in a positive light, and decision where made in a reasonable period of time. Now, however, some are taking a harder stance, asking the tough questions has become more common (is sometimes prioritised over taking the time to sell the opportunity and company), and decision are being dragged out (candidate feeling strung along).

While this approach is understandable, there is a risk that it will not lead to the best outcomes in the long run. In this environment, candidates cannot afford to be too picky, or let one job opportunity slide while waiting on another, so more agressive interviewing styles maybe overlooked, and undue delays in the hiring process can lead to frustration and disengagement now and later.

At the same time, your employer brand remains a vital currency for securing talent, so it’s important to ensure you make a good impression through every interaction you have with job applicants, including the interview. Ultimately, a candidate who accepts a job because they have to is likely to move on when they get a better opportunity, but one who joins a business because they believe in it and intend to grow with it for the long term is the better investment. 

Recruitment Best Practices to Leverage Today’s Opportunities

Although hiring now looks a lot different than it did in 2019 when unemployment was low and competition for candidates was high, the key to getting the best results in the current environment is to keep best practice at the front and centre of your recruitment strategy.

Here is my advice for securing top talent in today’s market:

• Be flexible – Waiting for the “perfect fit” is never a good idea, even in a candidate-rich market. Be flexible with your requirements where you can and you’re more likely to find the quality you’re looking for.
• Keep pace – Minimising unnecessary delays and moving through the hiring process at a reasonable pace helps to keep candidates interested and increases your likelihood of securing the strongest talent.
• Do your interview prep – Ideally, interview preparation should be the same every time. Have a standard set of behavioural questions ready, and then look at the candidate’s CV for areas you may want to follow up on.
• Build rapport – Spend a bit of time at the beginning of the interview getting to know the candidate with some light chat. By being friendly and building rapport, you will put them at ease and give them every opportunity to present their best side.
• Follow and probe – In situations where you feel you need more info, use the “follow and probe” technique, in which you ask a series of follow-up questions to gradually delve deeper into a specific topic.
• Follow through – One of the most important things when dealing with candidates is to do what you say you’re going to do. If you have advised that you’ll get back to them with a decision the next day, be sure to follow through on that, as it will affect the way they perceive the business.

Summary

At the end of the day, it’s important to keep in mind that while the job market may have changed, it doesn’t mean your approach to hiring should. If you continue to treat candidates well, build rapport and follow your process, you’ll be able to find the best fit for your company.

If you need more advice or support with recruiting in the Architecture, Building, Construction, Engineering and Property sectors in Melbourne, please reach out to myself or my team of specialist consultants. We have an in-depth knowledge of these industries and are well-equipped to place candidates who meet the increasing demands of today’s market.