Contracts

Recruiters create bulkheads in the market.

In the current market in which supply strongly exceeds demand, every candidate is judged on an almost unfeasible perfect match. This will eventually lead to unwanted specialization and lower labor mobility.

In fact, recruiters and clients are increasingly tightening the market. By setting very specific requirements, they make the rinse thinner for themselves. Due to the wide range of options, this is the standard reflex for every crisis, to stem the flow of reactions and offers.

On the other hand, a candidate wants to be successful, so strive for that exact match and specialize. The major disadvantage of this is that crossovers are excluded. Clients and recruiters have an advantage in the short term. In the long term, the market is at a serious disadvantage, and so are the companies that are looking for good candidates.

Because as dynamically and quickly the market demand for knowledge and experience can change, so slow is the candidate who in most cases cannot get retrained, let alone that he / she suddenly has the necessary experience. This creates continuous mismatches in the market. As long as the market has a supply surplus, that is not a problem. If the market immediately tilts and the demand increases, companies will immediately have a problem. The desired candidates are immediately scarce and can immediately make high demands, for example in the form of high wages or hourly rates.

Short-sightedness lies in the way in which criteria are determined for a job. One tends to formulate requirements that are directly taken from the position and then add the necessary experience requirements. The result is that only the person who has held that position for years, or the exact same position at another company, is ultimately eligible.

Therefore, the competence and development potential of other candidates is not considered. At that time, companies are seriously short of that. Because by such criteria you get exactly the same as you have been in that position for years. The company will therefore have no development, but will always continue to do the same.

Right now recruiters et al. clients must point out these pitfalls. For a well-functioning organization but also the labor market, competence is ultimately more important than very specific knowledge. [with the proverbial exception] But companies are currently cutting their fingers, especially at the administrative and management level. If the market starts to pick up, and the signals point to it, it can sometimes hurt. Scarcity, rapidly rising rates and your organization has come to a standstill because they mainly wanted much of the same and paid too little attention to the development of the organization in a broad sense.