Where it's at - Recruitment in Calgary, YTD

(Cross posted from my blog, www.itmatterscanada.blogspot.com)

Today I thought I'd write a post about what has been happening from a recruiting perspective in the Calgary market.


This information is from my own personal experiences, as well as that of some of my colleagues and peers in the industry. I am providing this to you in the hope to give you some insight, and help you understand the job search process as it currently stands.


1. Requirements are up.


We have seen a noticable increase in the job orders we have received in 2010 compared to the last quarter of 2009. This is a good thing! It means that clients are recognizing that they need resources, and are looking to either build or maintain their own businesses and processes.


2. Twice as many contract roles.


As of today, our requirement list is showing almost double the amount of contract roles to permanent roles. I find this statistic interesting, as I recall to a conversation I had with Bill Boorman last year, as he bravely predicted the end of the recession to be May 10th in the UK. Bill talks in more length about the phases of recession on an interview he did onXtreme Recruiting with Bill Vick last May.


When Boorman talks about the third phase of recession, he mentions that not only are the contract and temporary numbers higher than that of permanent jobs, he also talks about the length of the recruitment process. He says in his interview that a general turn around of 6-8 weeks can be expected for positions, with more emphasis placed on the initial interviews with hiring managers, and more tests, and selection processes in place, for the candidate to go through.


This makes me think that although the signs are good, Calgary might not be out of the woods just yet.


This leads me into the third point...




3. The process is S-L-O-W!


Although the statistics are telling us that good things are in the works, clients are still dragging their feet through the recruitment process. There seems to be no sense of urgency, and when candidates get other offers, client's are happy to let the 'perfect fit' slip through their fingers because they think there'll be another one waiting in the ranks. What I can tell you, job seeker, is this. Do not expect a submission to a client to turn around to an interview opportunity over night. Only last week I was able to secure an interview for a candidate that was submitted to a client over a month prior!! This is a slow process, and if you do get an interview within a 48 hour timeframe, you really are the exception!!


4. More interviews for the same result.


I have also noticed that clients are wanting to conduct more interviews with candidates to ensure they are the right fit, no matter how "urgent" their requirement is. For example, I've had a particular candidate go for four interviews for an urgent position that has taken nearly a month to turn around. Understand that the term "urgent" in 2010, is not the same as what it meant in 2008. Understand that you will have to become your very own sales consultant, and be prepared to meet with more than one stakeholder in the hiring process. This can be frustrating, but seems to have become status quo these days.




5. Some clients are not taking the recruitment process seriously.




This is a controversial thing to write about, however I feel it is important to raise with you all. In the past two months I have seen clients approach us with jobs that they did not have the budget to recruit on, clients have budget and hire contractors on, only to change their minds and cancel projects, and take weeks to review resumes and provide feedback. This is a true inconvenience, however something that your recruiter cannot control. The best thing for you to do, ITMC reader, is to continue the search. A wise recruiter once said to me that their mantra was "present and move on," and I encourage you to do the same. Present your application, log it in your job search log, and move on to the next one.


6. Rates!


Rates are becoming "slightly" more competitive these days. In the past few months I have noticed that candidates are feeling more confident to increase their rates in the new year. This is not the way to get work just yet! Clients are still very much focussed on the dollar, and if you think that the new year has brought you the opportunity to jack your rate up $10/hr, you are mistaken. Please, when talking with your recruiter, ask about your fair market value, and what similarly skilled candidates are being presented at, so you know what kind of rate to negotiate.


I hope this information has been helpful to you. As always, I am available at anytime. Just shoot me an email with your questions!


Thanks and have a great day.


Laura

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