The pockets of redundancies in 2017 did not create a sudden surge of jobseekers becoming available, as some might have expected, and those that did find themselves out of a job have quickly moved on to other businesses and in most cases have had their pick of roles.
FRAME experienced a notable increase in senior candidates contacting us about their careers in 2017, which prompted us to look deeper into jobseeker dynamics. The survey asked candidates how they would choose to go about finding a new job, with some interesting results.
On average, 43% of architecture and design employees told us that they would choose to hunt for a job personally, 34% would choose to use a recruiter and the remainder would do both. It might be surprising to some that the more experienced the candidate, the more likely they are to use a recruiter.
Darnton added: “These figures are tough reading. When you look at employees with 0 – 5 years’ experience, 26% would prefer to use a recruiter to find a new job, increasing to 37% of those with 6 – 9 years’ experience and again to 41% of those with more than 10 years’ experience.
“The more experienced the candidate, the more likely they are to use a rectuiter"
It appears that with experience, architects and designers are telling us that it’s not practical to research the hundreds of practice’s websites and job boards, apply for all of the jobs available at a point in time, attend multiple interviews and would prefer to use a recruiter to do some of the hard work for them, answer their questions in advance and to select vacancies which are suitable for them.
BENCHMARKING FACT! COMPARED TO THE ENGINEERING SECTOR, WHERE 52% OF JOBSEEKERS WOULD USE A RECRUITER TO FIND THEIR NEXT JOB, IN ARCHITECTURE AND DESIGN ONLY 34% OF CANDIDATES WOULD USE A RECRUITER.
BREAKING NEWS; not all recruiters are good! 66% of respondents said that their perception of recruiters was that ‘some are good’, 9% thought recruiters are ‘unprofessional’ and 9% deemed recruiters to be a ‘necessary evil’ only 5% thought that recruiters ‘added value’ to them. Darnton commented: “There are very good and very bad recruiters in every industry which is no different for architecture and design. For the first time, we have a number to put to it and it looks like architecture and design recruitment has an image problem.”
“From a candidate perspective, if planning to use a recruiter; do your research, find a credible consultant, understand their specialism, the types of companies they work with, make sure you like them and feel comfortable with putting your name in their hands.”
“With 43% of candidates opting to find a job directly, becoming an ‘employer of choice’ to prospective employees will become an ever more prominent phrase, or at least it should be” says Darnton. “With so many similar companies clustered together, very few practices are promoting their uniqueness effectively.”