How our candidates react during the pandemic

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Attitude candidates
”Covid-19 and recruitment” according to our Executive Search agency specialised in the Wealth Management, Asset management and Private equity industries, in Geneva and  Luxembourg.

 

As we know, the pandemic has highlighted a colossal uncertainty that affects our daily professional and personal lives. Companies are running their business in this very complex context and this is impacting the morale and confidence of their employees.

Thus, starting a new professional adventure in this particular period proves to be a singular and difficult process.

While companies that are currently recruiting may appear to be safe. And while the economy is faltering and job offers are in marked decline, few candidates remain open to the market. When they do, we understand that they faced many questions regarding the economic and health uncertainty and the risks involved in changing jobs in the midst of a pandemic.  All the more so if they are already in post.

At Edouard Franklin, we have observed 5 current attitudes from the candidates.

These are:

1) Anxious

2) Prudent

3) Intransigent

4) Versatile

5) Unreachable

As a result, many candidates express a certain amount of anxiety. This often leads to a rather paradoxical approach: agreeing to leave an employer during the confinement period, finding oneself in a trial period in a context of economic recession and sanitary crisis, not being sure that the offer received is really suitable and is the best on the market…We understand that all this is perceived as a ”threat”.

Therefore, it is difficult to project oneself into a new company. Especially if telework is fully implemented as soon as one arrives in the company. Or if, on the contrary, the candidate’s deep desire to work remotely is refused.

This apprehension is accompanied by a certain caution about change and risk-taking. Thus, all the criteria and issues of a job are analysed in the slightest detail.

On the other hand, candidates are much more intransigent. Indeed, they are harder to contact and may suddenly change their mind, depending on the circumstances of their private and professional life. The slightest negative element of a position can take them out of a process and they need to be perfectly certain that the position will correspond to 100% of their needs.

On the whole, we understand these protection reflexes. Even if they make our job more difficult today and our ability to carry out a more uncertain recruitment project.

L.D