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It's a seller's market for job hunters


January 23, 2006
Companies have long been accustomed to creating job ads that will weed out the hundreds of applications they expect to receive.
 
But that is changing as the demand for talent exceeds the number of people looking for jobs and David Gammon, vice-president of recruiting systems at Brainhunter, says forward-looking companies are adapting to the change by marketing themselves to perspective employees.
 
"It has become more of a candidate's market," he said. "It used to be that employers could be very picky and now it is the candidates who can pick and choose."
 
When there was no shortage of candidates, employers could be hugely demanding, beefing up the job requirements far beyond what they actually needed to fill a position simply because the talent was available.
 
Companies that continue to do that are losing in the competition for candidates, according to Gammon.
 
"Right now it is trending back towards a candidate's market and companies that aren't prepared for that and think they can just throw open their door and people will come in are finding the people are just not out there," he said.
 
The days of PhDs driving cabs are fast disappearing and employers now have to determine exactly what their requirements are instead of parading out a wish list in the hope of attracting overqualified candidates.
 
"We're just starting to see the switch and some employers haven't really caught on," said Gammon.
"You can see it in the job descriptions -- they say, 'must have this, must have that.'
"But other employers are starting to say, 'It would be nice to have . . . .' "
 
That shift is making job recruiting now as much a marketing exercise for the company as a call for qualifications.
 
"Instead of trying to make sure you only get a few qualified, interested candidates applying, it becomes more about marketing to get people to look at your position," said Gammon.
 

Author:Gillian Shaw

Source:The Vancouver Sun, January 21,2006





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