We could not have imagined a few weeks ago that the corona crisis would have such an impact on our society. But as sourcers we also occasionally see chaos and sometimes some panic among employers and candidates. This leads to questions such as: can we think differently, work differently and take advantage of new opportunities?
After all, as sourcers we are at the front of the labor market. Usually we are the ones who approach and speak to the most candidates.
This leads to questions such as: can we think differently, work differently and take advantage of new opportunities?
Over the past week, my sourcing team and I have continued to source with positive energy. After all, with current digital technologies, there is little that prevents us from continuing to source in times of corona. Although we were also curious about how candidates would react during this time. Are people still up for a job interview? Are they restless and anxious? Or do they have a moment of reflection during this time and are they curious about new possibilities?
4 trends and developments
It may be a bit early to really call them ’trends’, but based on our experiences, we saw 4 things happen last week.
#1. A (much) higher response rate
The week after the first strict government measures came into effect , we as a team approached 308 candidates. We received responses from 198 people during that time. This is a response rate of 64% , while in ‘normal’ weeks we see an average response rate of 44%. So we see a clear increase in response from candidates.
We now notice a response rate of 64%, while in ‘normal’ weeks we see a response rate of 44%.
In addition: in the first months of 2020, our team spent a lot of time optimizing the messages we send to candidates. This can of course also have the (desired) effect. But this does seem to be a real peak compared to the weeks before the measures. The candidates who respond are not always open to follow-up contact, but they do respond more often.
The reasons for that higher response may include:
- people have more time
- they generally sit at home
- maybe they’re more likely to get bored
- they can now finally respond to those beautiful messages that the sourcers have been sending them all this time.
#2. Candidates have more time (and desire) to make calls
If we look at the figures for the number of candidates we spoke to, this was also higher than normal in recent weeks. This difference was less significant, but we still had 4% more candidates on the phone than average. We think this is a good sign.
‘We had 4% more candidates on the phone than average. We think this is a good sign.’
We asked everyone we spoke to how he/she now views work and security. Do you want to make the switch or not? We also asked about the reason for contacting us about a possible new job in these turbulent times. Most candidates indicated that they expect the corona crisis to be temporary and that they were therefore not really concerned and that calling for a possible new position is part of normal business.
One candidate said: ‘Normally I’m actually too busy to look at LinkedIn’.
However, there were also a number of candidates who indicated that they now had time on their hands (including because they now work from home) and were therefore interested in what the options would be for them. For example, one candidate said: ‘Normally I’m actually too busy to look at LinkedIn, especially to call in between. But now I thought: gee, why not?’
#3. Candidates are restless
Candidates therefore respond more often. And they are also (slightly) easier to get on the phone. But on the other hand, as sourcers we often hear from candidates that they are restless. For example, this resulted in a response such as: ‘Thank you for your message. It certainly appeals to me. However, it does not seem wise to me to change jobs as long as corona continues.’
So yes, we do notice that many people are reluctant during this time.
A candidate on the phone shared with us: ‘This is a very great opportunity for me. And normally I would certainly want to continue the conversation. But now I don’t want to take the gamble. Can you call me back in two months?’ So yes, we do notice that many people are reluctant during this time. Even people who would normally switch are now choosing to stay where they are for a while.
#4. A moment of reflection
There were also candidates who used the corona crisis as a clear moment of reflection. However, we only noticed this later in the week and there were only a few. But perhaps something to respond to in the near future? This may be something that will affect more people in the coming weeks. People have time to think about their lives. Did they really love their work that much? Isn’t it time for something different?
Many people are now wondering: what will I do differently after this corona crisis? What is really important?
We actually see the same kind of reactions there as during holidays and New Year’s Eve. But now it seems to be even more important for many people. The coronavirus will change many things. From now on, everyone knows what it is like when our country is in the grip of a virus and normal life is virtually halted. Working life and daily life have changed so much that there is suddenly time for reflection. Many people are now wondering: what will I do differently after this corona crisis? What is the essence of my life? What is really important? For example, one candidate told us: ‘I must say that in the hustle and bustle of everyday life, I would not have responded to this message so quickly. But this whole corona thing makes me think. Do I still really like what I do? I’ll think about it some more and then I’ll get back to you next week.’
In other words… build pipelines now ?
For now, I find the results of the past few weeks very interesting. Yes, some candidates are afraid, we certainly notice that. And yes, there are candidates who put everything on hold for themselves . But we also see new possibilities. This way, candidates have more time to look at LinkedIn and/or talk to the sourcer. And time to think about their current situation and job. It is a period of reflection that offers opportunities for rethinking. For candidates, but also for us as sourcers.
It is a period of reflection that offers opportunities for rethinking. For candidates, but also for us as sourcers.
As sourcers and/or recruiters, will you be able to respond well to this in the near future? Then I think you can build a golden pipeline . And then let’s hope that the economy will get moving again soon and that those candidates can also get back to work (through you)…
About the author
This article was written by Milou Verhoeks , partner and ‘sourcing geek’ at Cooble .
#1. Mark van Assema en Marleen Deleu – Mis geen talent 
‘Eigenlijk is deze crisis uit het niets komen opdagen’, blikt Hollander terug. ‘Tot donderdag was er min of meer nog geen vuiltje aan de lucht. Maar nu hangen we ineens met z’n allen aan de noodrem. Dit zou mijn derde crisis zijn. Ik heb de internetcrisis doorstaan, en de financiële crisis. Maar deze crisis is echt ongekend, zoiets als dit heb ik nog nooit eerder meegemaakt. Vanuit de vijfde versnelling, net niet in z’n achteruit, maar wel naar vrijwel helemaal niets…’
