Intro.

I’m both an optimist and a realist. The realist in me will be frank. As the Covid-19 job retention scheme is phased out, redundancies are on the increase. Additionally, job vacancies have reduced. That’s both companies adverting jobs to recruit directly. As well as the number of job briefs we’re receiving.

Despite this, at the early stages and since the Covid-19 outbreak, the optimist in me believed there’s always companies open to recruiting top talent. As a result, we’ve continued to engage with our clients, who weren’t necessarily recruiting, but some have made job offers to talented individuals we presented to them.

In this post I’ll provide insight into what we’ve learnt through our client conversations. But in summary, it’s apparent that the coronavirus has affected certain companies, market sectors and job functions more than others. Dependent on these, and other factors, this may prove positive for some. But equally, negative for others.

On the negative side, at best it may mean you’re furloughed longer than some of your colleagues. At worst, your job is at risk of redundancy. If this is the case, it’s likely other companies, in your sector, are also making redundancies of their staff that fulfill your job function. As such, there will be many people with the same skill sets, or at least job title, entering the job market all at the same time. Furthermore, the number of available jobs, or need for those roles, will be reduced.

So, if the above strikes a chord with you, it may be time to re-evaluate your skills, change career direction and boost your job search!

How Covid-19 has affected the job market

In a previous article, Career insights for the Covid-19 era, I’ve already covered a more in-depth analysis of  how Covid-19 has affected the job market. In that post I tried to provide a balanced case on the affects the coronavirus has had on companies hiring plans. And as a result the job  market.

To briefly summarise, I reviewed the last few years since the EU referendum, which destabilised the job market. Having seen confidence gradually start to return, but not to the levels of 2015, even before Covid-19 we’d predicted this year would be tough, as businesses await the outcome of the UK – EU trade negotiations.

I also touched on the extreme reactions businesses took at the start of the Covid-19 outbreak, and interpretation of the government guidance. These early decisions made are now affecting these businesses. Whilst those that remained open have capitalised on new sales opportunities. Those that closed are perhaps now suffering.

It’s too early to clarify which is the greater. Most business owners and leaders are drowning under current workloads. Therefore, their stretched for time and engagement rates are down. However, what’s clear is the pendulum has swung the other way. Recent records of low unemployment created a talent shortage. Covid-19 has created a job shortage. It’s also looking likely that unemployment is on the rise.

So, if you’re about to enter the job market, you’re going to need to stand out in what could be a crowded market.

The extreme reactions of businesses to Covid-19

We’re seeing the extreme reactions of businesses to covid-19. Those fearing the worst have made quick decisions to cut costs. As a result, redundancies have been, or are going to be, made, as the job retention scheme is phased out. These companies are making wholesale redundancies and all positions may be at risk. Others may be reducing overheads, but only considering roles at the later stages of their business cycle for redundancy. Others, are looking forward. Taking advantage of the current influx of available talent, that’s been in such short supply in recent years. Having said that, even these companies are looking for skills that benefit the front end of their business cycle, or improve operational efficiencies.

To clarify, roles that are needed pre-sale, and during the sales process, as well as those that can improve the commercial operation, are hot right now. Roles that are post-sales and rely on contracts or project delivery, installations etc are vulnerable, until business begins to be fluid again.

If your career to date has been spent post sales, then you’re likely to be one of the last brought back from furlough. Worse still, your role could be at serious risk. If this is the case then it may be time for you to evaluate your skills, and look for a change in career direction.

Time to re-evaluate your skills, re-invent yourself & boost your job search?

If your role is vulnerable in your current company, chances are it won’t be in high demand currently in other companies.  This isn’t strictly true. Some companies are letting sales people go. Others are snapping them up. It depends on the company strategy, defend or attack. i.e. batten down the hatches and look after what we’ve got. Or ramp up sales and marketing activity to maintain or exceed sales during and build for the future.

However, if your role is post sales, until contracts / projects are more fluid, it may be time to re-evaluate your skills, re-invent yourself and boost your job search prospects.

As the pendulum swings from talent shortage to job shortage, assessing your skills, capabilities and career profile, can open up new career opportunities for you.

I’m not suggesting you create a fictitious CV. Or even look for a complete change in career direction. Dependent on where you are in your career, a complete change may not be financially viable.

What over twenty years in recruitment has shown me, is companies recruit people with proven skills, knowledge and experience. Often influenced by job title, previous employers, and then the finer detail. Individuals, can also become blasé about their job role. As a result not realise, or promote their full capabilities, additional, transferable skills etc, on their CVs.

Job titles can be misleading. They don’t always reflect your skills, experience or even duties. Or match the same role, by title, in a different company. Square pegs in square holes is often the benchmark for recruitment. But equally, the same role by title may hold different duties, and therefore require different experience, in other companies.

As the pendulum swings from talent shortage to job shortage, assessing your skills, capabilities and perhaps re-inventing your profile, could open up new career opportunities for you. Furthermore roles that are more in demand now, than perhaps the role you’ve become pigeon holed in.

How our recruitment & career services can support your job search

For more than 20 years, our Recruitment and Career Services have helped talented individuals achieve career success. Alongside our traditional recruitment consultancy services, we also offer a range of career services to support your job search. From career consultancy and advisory, to talent assessments and psychometric profiling, through to CV writing and personal branding. We can help you evaluate your key personality traits, and unlock your career potential.

As the pendulum swings the other way, the job market will become more competitive. But if you have the talent, are willing to back yourself and invest in your career, find out how our career services can boost your job search.

The difference between recruitment agency services & career services

There is a difference between recruitment agency services and career services. However, as a full service talent consultancy we offer both. Whilst some of the services of both divisions overlap, the difference between recruitment agency services and career services, to be blunt, is the fees.

Recruitment agencies are engaged by a client company to source an individual to match their specific brief. Specialist recruiters like us, can also proactively approach companies on your behalf, that may not be actively recruiting. But given their client relationship, and insight into their future strategies, specialist recruiters can proactively aid  your job search. As such, whether through a reactive or proactive recruitment approach, the client company pays the recruitment agency fees.

To benefit your job search, and increase their chances of making a succesfull introduction, recruitment agencies will often provide some level of career services, to help you secure, and them fill, the job.

Career services aren’t based on the service provider being paid by a client for placing an individual into a role. Career services focus on supporting an individuals career success. To do this, services can include, career consultancy and advisory. Talent assessments and psychometric profiling. CV writing and personal branding, through to career coaching and mentoring. As a result, the individual pays for the career services and support they receive.

The benefits of our services

To summarise, recruitment agencies get paid for placing people into a job with one of their clients. Career consultants get paid for supporting peoples career development. The benefits of our services are we can provide you with both. As a result, our recruitment division can directly help your job search, due to our extensive client relationships. Our career services can help you succeed in your wider job search.  Furthermore, if you engage our career services, and our recruitment division finds you your next career move, any fees paid for our career services will be fully reimbursed. Unlike other career service providers, we can do this due to the fees paid to our recruitment division.

As the job market contracts, now’s the time to seek professional careers advice, evaluate your true capabilities and skills to unlock your full potential, and stand out in a crowded job market.

If you think it’s time to re-invent yourself, change career direction, and enhance your career prospects, contact us for a free career advisory consultation. We’ll help you evaluate and assess your career, recommend how you can boost your job search, and maximise your career potential.