1 in 3 recruiters no longer like their job
The statistics listed in the study* conducted by Ifop for Page Group and Cleverconnect on thea profession of corporate recruiters are cold in the back. According to its authors:
- 38% of recruiters surveyed want change company in the next 12 months.
- 32% definitely want change job (and those who encounter the most difficulties rise to 68%).
- recruiters from under 35 are the most affected by the desire to flee this profession.
“A real concern about the future of the profession”, can we read in the report.
How to explain this?
Blame the job market
The job market is to blame, according to the disenchanted recruiters. With a forecast up 12% this year, or 3 million recruitment projects planned in 2022 according to the latest figures from Pôle emploi, 86% of recruiters expect to struggle.
In fact, respondents cite 3 difficulties that make their job complex:
- Lack of qualified candidates (44%)
- Unattractive remuneration for candidates (40%)
- The gap between managers’ expectations and market reality (31%)
Facing them, their bosses are well aware that the lack of qualified candidates makes the job of recruiters complex (65%) but they are much less likely (27%) to believe that the problem comes from low salaries.
The fault of the companies themselves
To these external difficulties are added internal obstacles. Starting with the lack of resources. Respondents cite 3 difficulties related to underinvestment:
- Difficulty properly assessing candidates due to lack of adequate tools and time (46%)
- Lack of human resources (27%)
- A recruitment process that is too long or too complex (27%)
An under-equipped profession
The recruiter’s daily life is depicted by respondents as “complicated, with time-consuming phases during the sorting of applications, the pre-selection of CVs, the writing of advertisementscomments Fatine Dallet, executive director of PageGroup who co-signed the study. They believe that they do not do this job to perform these repetitive actions”.
This time devoted to these tasks deemed not very strategic is then lacking for the tasks where they would bring their added value: the evaluation of candidates, the recruitment strategy, cross-functional projects to make the company more attractive, improve recruitment processes, train managers who recruit, etc.
A profession that requires professionalization
“Recruiters feel devalued, not considered enough, corroborates, for her part, Marion Cosar, 36, director general of The School of Recruitment. This establishment trains recruitment managers in initial or continuing training, but also operational managers (500 trained per year). Often, these professionals learn the job on the job. There are very few dedicated courses and a widely shared feeling that anyone can do this job. However, the function requires the acquisition of techniques. Recruitment is complicated and our students tell us that they find themselves, in general, in an ambivalent situation, between a function, certainly, strategic but poorly endowed with means… For them, it is indeed boring”.
In fact, the study estimates that only 5% of recruiters use solutions to improve their performance:
A profession in lack of recognition
Recruiters and managers differ on their vision of the profession. While 98% of managers consider the role of the recruiter strategic in the company, 38% of recruiters consider that their role has not evolved much and 20% that it has lost in importance…
Ultimate index of employers’ denial, the study reports that “70% of managers surveyed consider the risk of recruiters resigning as low”… While one in three has already considered leaving their company.
What are the consequences for the business?
“If companies do not help their recruiters to face these difficulties and to re-enchant their profession, they risk departures and difficulties in attracting new profiles, due to the severe shortage in this profession”, believes Fatine Dallet.
And the firm to highlight that there were 7 times more recruiter positions published in Europe in June 2021 than in June 2020. Michael Page France, to take only his internal statistics, estimates that the volume of offers dedicated to corporate recruiters increased by a third between June 2021 and June 2022. At the same time, candidates declaring that they no longer want to recruit but are looking to take up a more generalist profession. Result: there are more and more offers and fewer and fewer candidates.
Employers must be convinced that recruitment is now a business function and not a support function.
For corporate recruiters, or those who want to become one, salvation will lie, then, in the right choice of employer. The one who considers recruitment as a strategic element of his business. “We must aim for companies whose recruitment department is attached to general management, with the means and investments to develop the employer brand and the candidate’s experience, adds Marion Cosar, from The School of Recruitment. When you put money into training and making employees aware of recruitment, that’s a good sign. I see more and more. It’s moving but the road is still long. We have to convince employers that recruitment is now a business function and not a support function”.
Elise Moron: “A trained recruiter has everything to be happy”
Élise Moron is the founder of Wealo, a headhunting firm that also offers training to increase the potential of recruiters through the acquisition of skills in sales, marketing, big data analysis, etc.
“The candidate and talent market has changed. They are now 100% digital, highly sought after, passive and volatile. There was an inversion of powers between recruiters and candidates. They have a choice. Recruiters can therefore no longer content themselves with positioning themselves as sole evaluators. They must now seduce. It’s complicated for old-fashioned recruiters who are jostled by these new phenomena. My goal is therefore to develop new skills for recruitment departments. I instill in them commercial so that they can explain to candidates why they should join their company. I exempt them from marketing to develop “sexy” career sites. They must also automate the contacts. If we don’t do all this, it’s obvious that there is reason to be disenchanted… On the other hand, a new standard recruiter has everything to be happy with a booming market for profiles who go from executive to strategist . All companies need to recruit this type of excellent recruiters. They are highly sought after. Their mission is to corner managers to recruit effectively. They are therefore valuable and their salaries can now reach 80,000 euros gross per year”.
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