Passive candidates represent a key talent not to be missed

2015 is already proving to be a competitive year for recruiters faced with skills shortages and a high demand for quality hires from companies. We will continue to witness a big shift towards closing the gap between active and passive candidates; a key talent pool not to be missed.

In today’s global market, passive candidates, meaning those not actively seeking employment opportunities, represents two thirds of the population.  A recent survey confirmed that on LinkedIn 45 % of these passive candidates would be open to talking to a recruiter about new job leads yet this remains a hugely untapped talent pool with only 61 % of companies actively recruiting passive candidates.

Our recruitment strategy capitalises on this by looking to acquire top talent, whether active or passive using social media to build strong relationships with top talent regardless of current job status making the potential recruitment process timely and efficient and providing the client with best “cultural fit”.

To discuss how we can help please call 01423 704154 or email enquiries@macallam.com

The importance of becoming a “Destination Employer”

After the traditionally quieter summer months of recruitment things are now starting to pick up and gather pace. The job market and recruitment is constantly developing but are these changes being truly understood and effectively adapted to?

At Macallam, we continually challenge the recruitment landscape to keep pace with talent acquisition and understand the importance of building a "talent pool" ahead of client needs. Often the people in the job market who are actively looking are not the best or most suitable people for your vacancy. Statistics show that whilst 95% of candidates are employed 75% will always be receptive to attractive and professional propositions, so our focus is about building strong relationships and having a pre-vetted network of executives available to call upon for future hires.

Candidates are not just looking for just any new opportunity - they want the right one and Macallam assists employers in creating a positive company culture and brand identity to attract and retain top talent. Providing a winning candidate experience through positive employee engagement programmes and “selling” the clients business to the candidate can make the difference for a successful outcome and is often overlooked in the direct hiring process. 

With talent shortages ever prevailing; more and more clients understand the importance of creating a positive company culture and brand identity in order to achieve “Destination Employer” status. After all business is about people and it is the only the right talent that will help drive your business forwards.

To discuss how we can help please call 01423 704154 or email enquiries@macallam.com

Growth in the Design and Fit Out Sector

Since 2013 the Interior Design and Fit out market has bounced back and continues to grow as commercial clients look to take undertake extensive refurbishment and repair work rather than new build projects.

Despite an upturn in the economy however trends predict that at least in the medium-term trend in many sectors will be away from capital intensive new build projects towards refurbishment and fit-out, which should provide good opportunities for contractors and material suppliers.

Macallam has witnessed this growth with an increased number of Interior Design clients boosting their recruitment strategies to respond to the increasing demand of the market and looking to acquire the best leadership talent to drive their business forwards. To view some of these exciting opportunities in Design and Construction Management click here to visit our jobs page.

To discuss how we can help please call 01423 704154 or email enquiries@macallam.com

Networking Tips

Networking isn’t just for the job search, when you’re coming to your contacts for an immediate payoff. Senior professionals need to make networking a part of their daily routine, not just an alarm they sound when it’s time to switch jobs.

Nevertheless, the move to an active job search is prime time to refresh your existing network, both online and off. The Internet has extended the reach and complexity of networking opportunities, but it hasn’t replaced the need for traditional human encounters. People need to know you, and you need to know people, to establish your credibility and get the inside scoop on new opportunities.

1. Navigating Your Network

Social networks like Facebook and LinkedIn haven't changed where you network so much as how.

Networking used to mean working the phones, attending industry events and trading business cards. It still does. But today you can augment and support those efforts with the click of a button).

2. Alumni Networking Rules

Leverage your alumni association to find and win a job, but know the rules about what is and isn't fair play.

Alumni associations are a great jumping off point to networking, but it’s just the start. A job seeker is still obligated to make a genuine connection before leveraging an alumni connection for a job opportunity.

A simple introduction where you disclose that you’re up for a job and just ask if they have any advice about the industry in general. A better way than a basic cold call would be to meet them through a mutual contact or via a regular alumni association networking event and start up a relationship from there.

3. Apply and Network in One Step

The next generation of job application software will let you see whom you already know at the company, so you can express your interest in helping a particular organisation and network at the same time.

There are many features from the leading automatic online job application software packages, and is being adopted by many HR departments. If you do submit your CV through these channels, you’ll be able to view potential connections between the organisation and your existing professional network.

They are able to link to your LinkedIn account to show you who in your network may be connected to someone at the organisation; that lets you follow up your application with an e-mail to a colleague to request a referral or set up an introduction to someone who can.

Referrals matter!  Studies have shown that more than 60 percent of jobs are filled through referrals. Employers fast-track job candidates who are recommended by current employees; statistically speaking, employee-referred hires prove to be better hires, have longer job tenures and therefore represent a far sounder investment on the part of employers.

A career change is stressful and the process time-consuming whatever the circumstances. Let Macallam support you support through this challenging period.   For more information click here.