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Employment Law changes in April

While it’s important to consider all the things you need to do to make you an attractive employer to the right candidates, the first thing you need to do is to make sure you are compliant with the law.

With the upcoming changes to employment law coming in April 2024, we thought we’d take a look at what’s changing and how it could affect you.

Changes to flexible working requests

We’ve spoken in the past about how important flexible working has become to candidates and the need to review your flexible working policies.

Now is the time to make sure you have those policies in place and your management are up to date and trained on how to handle requests in line with the regulations.

A good flexible working policy means you are better able to attract great candidates, and without one, you might just find yourself on the wrong side of new legislation. The changes being made mean employees can request flexible working from day one and can make 2 requests a year. They don’t need to make a business case for it, and you must respond within 2 months. You also need to consult with them before rejecting requests.

Changes to paternity leave entitlements

Making sure that dads can take time out when there’s a new addition to their family is really important. You’ll probably have a great paternity leave policy in place already, but you’ll need to be aware of the changes that have come into place recently.

From April 2024, paternity leave can be taken as two consecutive weeks or two separate blocks of one week to be taken within 52 weeks from birth (or placement for adoption).

The notice of entitlement should be given on or before the 15th week before expected week of birth.

Four weeks’ notice will be required to take each period of leave (except cases of domestic adoption where notice is seven days). Employees may give 28 days’ notice to vary the date of their planned leave if desired. Paternity leave pay has also increased from £172.48 to £184.03

More protection against redundancy during pregnancy, maternity, adoption, and shared parental leave

Another of your policies that you’ll need to revisit is redundancy. Pregnant employees and those returning from maternity, adoption, and shared parental leave will now have extra protections against redundancy. The redundancy protection period is extended until 18 months after the birth of a child for employees returning from family-friendly leave.

New carer’s leave entitlement

You may also need to update your current time off work policy, or create a separate carer’s leave policy. Employees will have this right from day one and take up to one week of unpaid leave per year.

Employees can take their full entitlement of a week in one go, or at different periods as long as they take at least half their working day each time.

Employees can use this leave to care for a dependent that needs long-term care.

Long-term care needs are defined as an illness or injury that lasts longer than three months, has a disability covered in the Equality Act 2010, or due to old age. In some circumstances, you may be able to postpone a period of carer’s leave.

Changes to holiday calculations

Another area of employment law to be updated are laws on how to calculate holiday entitlement, while pay for irregular hours workers and part-year staff is also changing.

The new rules only apply from the start of the first new leave year on or after 1 April 2024.

There are two methods available: the default method or rolled up holiday method.

If you have a leave year running from January to December, the new rules will apply from January 2025.

If these new rules are different to what you already have in place, this will be a change to your employee’s terms and conditions and their contract of employment.

Increase to the National Living Wage and statutory payments

The threshold for National Living Wage will be lowered to include 21-year-olds.

The new National Living Wage rate will be £11.44 per hour; £8.60 for those aged 18 – 20; £6.40 for those over school age but not yet 18, and apprentice rate.

Payments for Statutory Sick Pay will increase from £109.40 to £116.75 per week from 6 April 2024.

Payments for Statutory Maternity Pay, Statutory Paternity Pay, Statutory Shared Parental Pay, Statutory Adoption Pay, and Statutory Bereavement Pay all increase from £172.48
to £184.03 per week from 7 April 2024.

Don’t worry

We know this is all a lot to take in. With so many policy changes happening at once, it’s worth reminding you that we’re always here to help when you need us, and we work with some excellent HR companies who can help you to navigate the new legislation. Get in touch for more information.

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JFR March Newsletter – The Flow of the Gen-Z Workforce

This month, we’re taking a look at the rise of more transient career paths amongst Gen Z candidates and how we can embrace the change.

The Flow of the Gen-Z Workforce

The notion of a lifelong career in a single field is fading, with the rise of Gen-Z (people born between 1997–2012) workers who fully expect to change careers multiple times.

According to recent studies, Gen-Z workers expect to change careers three times more than any previous generation. This shift reflects a generation not driven purely by financial gain but also a desire for improved work-life balance, and a longing to work for companies that resonate with their personal values.

Many professionals agree that leveraging transferable skills from previous experiences is essential. Whether it’s analytical thinking, effective communication, or project management skills, these abilities can often be applied across various industries.

By leveraging transferable skills, individuals can navigate the path to a rewarding and fulfilling career journey and companies need to take this into consideration when it comes to recruitment and retention.

So should you embrace a more flexible and open recruitment process? Happy to have transient talent working with you and therefore look to improve how you allow talent to flow into and out of your workforce? Or should you be looking to elevate your brand, making your company an enticing prospect where people come to enjoy a long and illustrious career?

Whichever you think is the right position to take, creating a desirable working environment that stands for growth and having a solid company brand identity will attract the best candidates.

If you’d like to discuss how to improve your talent planning and recruitment process to keep in line with current trends, get in touch…

CANDIDATE SPOTLIGHT

Customer Service Administrator – Wirral – £25k

Appointment setting, diary management and arranging appointments
Liaising with high net worth clients via telephone, email and face to face
Managing own workload of clients
Working to KPIs and deadlines
Strong Admin background with a vast amount of sales, customer service and account management/client liaison

Just for LOLS

Jobs we’re glad aren’t a thing any more…

Slubber Doffers

Usually children working in the textile industry who spent long days removing the empty bobbins from looms after the rovings (slubbings) had been removed.

Fun Fact

A chicken once lived for 18 months without its head.

When you’re short-staffed you may feel like you’re running around like a chicken with its head cut off! Don’t wait 18 months, get in touch to recruit and fill that position, fast!

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Let us help you future proof your business

2024 brings more change, so here’s our top tips:

Invest in workforce skills

The skills gap is all too real and hitting hard as the next stage of retirees prepare to exit the workplace.

That’s why hiring on soft skills and investing in development will become critical throughout the business world. More and more of our candidates are considering progression and development opportunities when exploring the job market so businesses with real plans in place for their people are more likely to stand out.

Create a more diverse workplace

Some of our clients have had success putting diversity groups in place within their workplace.

Others are adopting more open work practices, to encourage both new starters and long-term staff to be more open about their disabilities or neurodivergence.

They create a safe space for people to share experiences, educate each other and foster a more inclusive workplace.

If this is something you’d like more information about, get in touch and we can recommend a few experts in this field.

Ensure your brand gives the right message

With talent planning and candidate attraction, it’s not just about the business brand on a surface level, but also the social and ecological impact your business and culture have on the world that candidates are looking at.

Just as employers become more savvy about hiring decisions by exploring social media and the footprint candidates are making, the candidates are doing exactly the same when it comes to your business.

Consider your brand message on your website, client/customer reviews, Google reviews, and news articles that might impact their decision when accepting a job offer.

If you want to talk more about talent planning and recruitment, get in touch…

TEAM NEWS

Alongside the Paul Lavelle Foundation who has been one of our chosen charities for a few years now, this year we will be supporting Open Door Charity.

Open Door Charity is one of Merseyside’s most progressive and dynamic independent charities.

Open Door exists to help improve the lives of young people in Wirral and across Merseyside by providing them with the tools and techniques they need to become and stay mentally well.

Open Door offers a range of programmes at their home, Bloom Building, a bright and colourful space that nurtures authenticity, inclusion and wellness.

Last year, Open Door supported hundreds of individuals through their portfolio of programmes with support that is fast, free and effective.

Bazaar, an 8 week CBT (cognitive behaviour therapy) mindfulness and meditation based offer that looks to positively disrupt negative thoughts and behaviours in individuals.

Colours, a 4 week introductory stress and anxiety management programme for groups and individuals.

Mysa, an informal and creativity based support session for anyone aged 18+ living with an eating disorder or distorted eating.

OOMMOO, a mental health and wellbeing offer for Children Looked After in Wirral.

Open Door empowers their community to improve their lives using creativity, music, art and human connection as a catalyst for meaningful and lasting change.

If you want to talk more about how we can help future proof your business in 2024, get in touch

CANDIDATE SPOTLIGHT

Marketing Assistants – Liverpool & Chester – circa £25k

We’ve recently recruited for a Marketing Assistant and have two great candidates we are looking for homes for.

Degree level educated
B2B and B2C backgrounds
Scheduling and creating social media content
Email marketing
Events planning and coordination
SEO/Google Ads

Just for LOLS

Jobs we’re glad aren’t a thing any more…

Human-Computer

Long before laptops and PCs, people were employed as computers. These jobs were often held by women who worked in teams to figure out lengthy mathematical calculations. Human computers solved problems ranging from astronomy to trigonometry, but as to be expected, these jobs have been replaced by the computers we use today

Fun Fact
Did you know a cloud weighs around a million tonnes? A typical cloud has a volume of around 1km3 and a density of around 1.003kg per m3 – about 0.4 per cent lower than that of the surrounding air, which is why they float.

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JFR January Newsletter

Welcome to the JFR newsletter, where we share important updates, keep you informed about relevant industry news, and share our thoughts on the most important issues in recruitment. If you feel this may be of interest to others, please do feel free to forward it on.

This month, we’re taking a look at what we think will be the big recruitment trends in 2024

Predictions for recruitment trends in 2024

As we start a new year, we thought we’d take a look at what we expect to be making waves in recruitment in 2024 and our recommendations for you to get ahead of the curve.

Proper Talent Planning rather than reactive recruitment needs to be the norm…

Reactive recruitment has been the norm for many years, but we see 2024 as being the year we all get proactive with proper talent planning.

Reactive recruitment (aka passive recruitment) is initiated once a request for a new member of staff is made internally, which makes it a bit of a rushed process to get the right candidates vetted, interviewed and in role.

Unfortunately, reactive recruiting is very time-consuming!

If you have proper talent planning in place you’ll have discussed your business’s current, short and long term plans so you can start the process earlier and have people in place as the business demands.

Research shows that last year 76% of candidates researched the employer brand before they applied, so we know the best candidates are looking for opportunities to grow and contribute to a company’s success.

The way you recruit says a lot about your company dynamics and if your policies are proactive it paints you in a better light.

EDI (Equality, Diversity and Inclusion) is becoming more prominent and policies need to include your recruitment process.

This year, how businesses attract candidates is going to change – this is where our advice and knowledge of the market can truly make a difference as we lean into your company culture, your team, your benefits package and both personal and professional opportunities within your business.

Get in touch with us to help.

TEAM NEWS!

Congrats to Faye & Jami who got married at Inglewood Manor on New Year’s Eve!

CANDIDATE SPOTLIGHT!

Customer Service Administrator – Wirral – £25k
Available Immediately

Strong Customer Service and Support Admin
Handling customer queries and complaints via telephone and email
Experience working within FCA-regulated industry
Data Entry, managing internal databases and spreadsheets
Working to targets and KPIs

JUST FOR LOLs

Jobs we’re glad aren’t a thing any more…

Tosher- During the Victorian era in London, toshers broke into the city’s sewage system and searched for pieces of bones, metal scraps, coins or valuable items.
Fun Fact

With the movie “Mean Girls” turning 20 this year, and a new version being released, this month’s fun fact is Amy Poehler was only seven years older than Rachel McAdams when she took on the role of “cool mom” in Mean Girls.

Rachel was 25 as Regina George – Amy was 32 as her mum.

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JFR – Our November Newsletter

Welcome to the JFR newsletter, where we share important updates, keep you informed about relevant industry news, and share our thoughts on the most important issues in recruitment. This month, we’re looking at the candidate experience and how your branding can affect it.

What Does Your Branding Say To Candidates?

In recent newsletters, we’ve discussed candidate onboarding to help you retain your newly appointed recruits. We’ve also discussed flexibility in the workplace, be that in benefits packages or flexible working options to help you attract the right talent and get the right cultural fit.

However, recruitment and the candidate experience starts long before the role is advertised.

It’s important to consider your brand, both as a business and an employer.

It’s been proven that stronger brands have a bigger pool of candidates to choose from.

So it’s worth taking some time to consider.

What does your brand say to the world?

What are candidates finding when they research your business?

Here’s our list of the top things candidates are looking for:

Customer satisfaction – no one wants to work for a business that doesn’t look after its customers – especially if they will be working as part of that journey (sales, account managers or customer service). If you can’t be bothered looking after your customers, how are you going to treat your staff?

Communication with the public – If your business receives negative reviews online – make sure they get a professional, positive response. So many businesses fall into the trap of having arguments on review sites, and it’s not a good look. Remember, this includes social media too. Make sure you are engaging with your followers, even if it’s just an emoji reply.

Consistency – your brand should be consistent across all platforms, from your company website to social media profiles. Candidate alarm bells sound when a company hasn’t invested in a website, or can’t be found on social media

Highlight Benefits and Business Culture through content creation and invest in video – most businesses consider their clients when creating content for social media, blogs and their website, but don’t forget candidates will be looking at these areas too. Show your company values and have clear mission statements.

There’s some fantastic ways in which you can highlight your business culture online. If you need advice with this, get in touch. We can recommend companies to work with that get great results in this area.

Diversity and Inclusion – if you haven’t got policies and culture in place that can promote a welcoming and inclusive workplace, you’re missing a trick.
Testimonials- Candidates will utilise sites like Glassdoor to check your business’s reputation with employees. If existing and previous employees are happy, chances are they will be too.

Get in touch with us to discuss how we can assist with all of the above and help you attract the very best candidates to your business.

Speaking of which…

CANDIDATE SPOTLIGHT

We usually highlight a star candidate but this month I’d like to draw your attention to an area we recruit for as we have four or five fabulous HR candidates currently at all levels.

Recruitment & Onboarding Administrator
HR Advisors from generalist backgrounds
HRIS & Data Professional
HR Manager with a great generalist background
Head of HR/HR Director
All of our candidates are CIPD qualified, from Level 3 to Level 7.

Whether you are adding to a department, or your business is growing, and you need a dedicated HR professional, give us a call to discuss.

JUST FOR LOLs

Jobs we’re glad aren’t a thing any more…

Herb Strewer- The 1600s weren’t known for being the most hygienic times in history. The herb strewers job was to spread herbs and flowers throughout royal family residences to mask the stench. Plants like basil, lavender, chamomile, and roses were regularly used by herb strewers.

Fun Fact – Parkinson’s Law states “Work expands so as to fill the time available for its completion.” Hands up if you’ve experienced this phenomenon.

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Recruit to Retain – Our September Newsletter

Welcome to our September Newsletter, where we’re examining how your recruitment process impacts your staff retention rates. Keep reading for practical tips on how to take a fresh approach to staff retention by getting it right from the outset.

Recruit to Retain

The staff retention crisis seems to be a topic that we are highlighting every few months now. Well, it’s back in the headlines, so it’s time we revisit the topic as we’ve got some solutions that can help you tackle this challenge head on.

If you’re trying to improve your staff retention, it’s time to think about your recruitment process.

Top Five Reasons People Leave Their Jobs

Poor Management:
Employees often mention poor management as the major reason they leave a job. Effective leadership and support are essential to employee satisfaction and therefore, retention.

Role not as described:
When the job doesn’t match the initial description that drew the person to apply, or if the job is changed significantly post-hire it can lead to dissatisfaction and resignations.

Lack of progression or development opportunities:
Most employees seek growth and development in their career. If these opportunities aren’t offered they are more likely to look elsewhere.

Desire for remote/hybrid or office based working (Choice Matters):
The Pandemic and resulting lockdowns proved that remote working can really be successful and reshaped many working practices. Many employees prefer the flexibility of remote and hybrid working arrangements while others prefer the office environment. Offering a choice can be key in retaining employees.

Cost of living:
Rising living expenses put financial pressure on employees. Companies that address concerns through competitive benefits packages can retain employees more effectively

How can we solve these issues?

There’s a few ways you can solve these things, and don’t worry they’re all pretty easy.

Be Transparent

Make sure your job descriptions make sense. Make sure they set out what your expectations are and are written in an understandable way.
If they’re not, you’ll find you lose staff within the first few weeks.

Hire for cultural fit

Showcase your company culture, mission and vision through your website, advertisements and social media.
More and more people are leaving because the culture isn’t what was promised during the interview stage.
Be authentic!
You’ll attract the right people, and they’ll stay!

Effective onboarding, induction and training

The first few months are critical to engagement and retention.
Ensure a consistent, seamless transition for new hires.

By addressing these key reasons for employees leaving, and by putting these simple retention strategies in place you can create a workplace where your team feels valued, supported and fulfilled.

Happy employees stick around, which in turn leads to a happy, stable and productive workplace.

Our most successful clients in terms of talent attraction at the moment offer flexible and agile working, invest in their team’s development, offer opportunities and speak to us regularly about how to attract and retain the right talent.

It might seem like there’s no magic formula out there right now to attract talent, but there is!

It’s all about having the right processes, and structure backend to allow your management to make decisions on where/when and how their teams will perform best. Not having a one size fits all approach.

TEAM NEWS

This month we’ve all been busy upskilling, with topics such as AI talent attraction and Chat GPT and email marketing. We like to keep ourselves on top of all the latest trends to get the best candidates for your job vacancies.

With wedding bells about to chime in December, our Faye is busy planning her wedding. We can’t wait, just enough time to find the perfect outfit

JUST FOR LOLs

Jobs we’re glad aren’t a thing any more…

Leech Collector – A leech collector was responsible for retrieving the blood-sucking creatures from their natural habitat for doctors to use. Individuals with this job often used their own legs to lure leeches from creeks and rivers. That job really sucked.

Fun Fact – A Shrimp’s heart is in its head

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The Power of Eye Contact During an Interview

Our wonderful resourcer, Faye Smith, sharing her insights in the power of eye contact during an interview.

Building a personal connection in an interview is super important, and first impressions can make or break your chance at getting a job offer, here’s our advice on how to use eye contact to your advantage during an interview.

Beyond the traditional handshake and CV, maintaining strong eye contact with your interviewers can speak volumes about your confidence, engagement, and communication skills. If you have more than one interviewer, or a panel of interviewers it’s important to make eye contact with each individual and not just to focus your attention on the boss or the person asking the questions.

If possible, ask a couple of questions at the end of the interview, and direct your questions to multiple people, not just the manager or person leading the interview. This demonstrates your ability to build rapport and your enthusiasm for the team as well as the role.

*Non-Verbal Communication*: Eye contact is one of the first methods of non-verbal communication. It conveys interest, respect, and attentiveness. When you maintain eye contact with your interviewer, you show that you’re fully present and actively participating in the conversation.
*Confidence and Self-Assuredness*: Making direct eye contact reflects confidence and self-assuredness. It shows that you believe in your abilities and are comfortable in your own skin. A confident demeanour can influence the interviewer’s perception of your suitability for the role.
*Building Rapport*: Establishing eye contact with your interviewers makes the interaction feel more authentic and genuine, and makes the conversation more personal.
*Active Listening*: Effective communication is a two-way street, and listening is as important as speaking. Engaging in consistent eye contact showcases your active listening skills. It demonstrates that you value the information being shared and are attentive to the details.
*Visual Memory*: By maintaining eye contact, you increase the likelihood that the interviewers will remember you more vividly after the interview. This can be helpful when it comes to the decision-making process, as a memorable candidate is more likely to remain in the forefront of the interviewer’s mind.

Maintaining eye contact can have a big influence on the outcome of your interview. It’s a powerful tool that communicates confidence, engagement, and respect, while also building rapport and demonstrating your active listening skills. By making eye contact a deliberate part of your interview strategy, you can leave a lasting and positive impression on your potential employer.

Remember, it’s not just about what you say, but how you say it—with your eyes as a key player in the conversation!

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Collaboration Partners Hi Impact

This month we’re excited to share the details of our fab collaboration with the wonderful Hi-Impact, to bring you the complete recruitment package. And we think this partnership is a match made in heaven!

JFR

As award winning, Wirral based recruiters covering various sectors including insurance, pensions, investment, property and head office roles. We are incredibly successful at placing candidates across the North West and nationally, covering roles with salaries from £20k to £150k.

At JFR our team of dedicated recruiters, account managers and recruitment coordinators
have always prioritised our client’s success, helping them from start to finish to recruit candidates that are a perfect match for them. In fact out of the last 1000 candidates we have placed into employers, we have had a 99% success rate. This is unheard of within the recruitment industry and we feel partnering with Hi-Impact is a great opportunity to help our clients further.

Hi-Impact

Hi-Impact’s immersive tools help businesses to attract and cultivate talent through their Gain, Train, Retain dynamic multimedia packages. These online experiences have emerged as a powerful tool to support businesses in attracting and training new talent as well as building employee retention across the business.

Gain
Working with your team, hi-impact plan, shoot and produce videos to build interest and increase awareness of your organisation and current opportunities.

Train
Virtual training resources allow you to train your staff before they even step foot in the door. Through the use of innovative 3D virtual tours and video technology, hi-impact build platforms that can build recruits understanding of your business and key areas from any device, at any time.

Retain
To keep employees up-to-date and secure in their position, producing high-quality, informative videos can be the way to go. You can use them to highlight important internal updates in training and company values.

When you combine all the magic offered by both JFR and Hi-Impact, something special happens. By working with both companies, you’ll have the edge you need to find and keep top staff!

Did You Go To The Open Golf Championship at Royal Liverpool?

Let us know if you spotted Jo there! She was there for the whole week and loved every minute of it. Not even the rain could dampen her spirits.

How many golf fans have we got out there?

JUST FOR LOLs

Jobs we’re glad aren’t a thing any more…

Chimney Sweep – Most people think of the charm of Dickensian children straight out of Mary Poppins, but it was hard work cleaning chimneys and often came with health risks.

Fun Fact – The Spanish national anthem is one of only four national anthems to have no official lyrics.

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JF Recruitment celebrates a decade of excellence in matching talent to top employers!

The team at leading recruitment agency JF Recruitment, are proud to be celebrating their 10-year anniversary in the industry. This milestone marks a decade of outstanding service to over 300 businesses, by finding them top talent, and placing over 2000 candidates in their dream jobs.

JF Recruitment is a national recruitment agency who specialise in connecting professionals with career opportunities in niche industries. The team has over 50 years combined experience in the industry, and JF Recruitment has established itself as a trusted partner for both job seekers and employers, delivering exceptional results. Their personalised approach, comprehensive industry knowledge and promise to only work with employers of choice has contributed to their 99% success rate which is unheard of across the industry.

JF Recruitment has achieved its mission to “help our clients sustain and grow by attracting and matching the right talent to their business”. The team’s commitment to their core values and personal approach has earned them a trusted reputation in the industry and amongst the local business community.

Director, Joanne Finnerty had this to say about the last ten years, “Doing a job that I love is easy; it’s become a hobby job which is the best job in the world. Setting up a business from scratch has been a roller coaster ride, first and foremost for me was to build a brilliant team around me and watch that team grow and develop (I have the best team and am looking to double that team in the next 10 months). Being able to supply the brilliant clients we have and being able to choose which clients we work for has been great. Helping so many people find the dream jobs that they want and going the extra mile for both clients and them means so much. We’ve also enjoyed building our business referral network via various organisations. We have won various awards, we have spoken at many events, we have given presentations to local schools, colleges, and community groups about the world of work. We’ve helped local charities with events and donations, and we’ve helped support the local business community with their events and spreading the word for them through our social media. We look forward to doing more of the same, and our continued success and growth”.

Faye Smith, recruitment supervisor spoke about the next 10 years, “I am looking forward to carrying on doing what we are doing for another 10 years and seeing the business grow even more!” Such an ambitious and inspirational team.

Claire Statham, HR & Operations Manager had this to say, “We have such an amazing local business community who we are proud to serve throughout the North West by finding them exceptional talent. Our team has lots of exciting opportunities ahead and because JF Recruitment is so focussed on our mission we’re built strategic alliances that continue to help with our success. I’m excited to see what the next ten years have in store”.

A happy client of theirs says, “One call to you and we have a candidate starting the following day. They’ve fit in perfectly because you understand our business culture so well”, further testimonials can be found on their website – www.jfrecruitment.co.uk/testmonials

For enquiries or more information about JF Recruitment’s 10-year anniversary please contact:

Claire Statham 0151 601 5288 claire@jfrecruitment.co.uk

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The frustrations of ghosting for everyone in the recruitment process

Our fabulous recruitment supervisor Faye Smith is discussing the importance of communication: Navigating Ghosting in the recruitment process.

Have you ever found yourself excited about a job opportunity, only to be left in the dark with no updates or responses from the employer?

If so, you’ve experienced the frustrating phenomenon known as ghosting. This also can be reversed where candidates abruptly disappear without any communication. In this blog we will look at the impact on you the candidate and us the recruiter, and how you can navigate this issue with grace and professionalism.

Ghosting can happen at any stage, from initial interviews to post-offer negotiations.

The Impact on Candidates includes emotional Stress as candidates are left in limbo without any updates It’s natural to feel anxious and uncertain about your candidacy, especially if you were genuinely interested in the opportunity. You may feel like you have wasted time and effort preparing for interviews, researching the company, and going through the application process. Ghosting disregards the effort you put into the process, leaving you feeling undervalued. Ghosting also leaves a negative impression of the employer or recruitment agency.

When a candidate ghosts a recruiter, it can have a similar impact such as wasted time and resources Recruiters dedicate considerable time and resources to identify, screen, and interview candidates. When candidates ghost, all the effort invested in evaluating their qualifications and fit for the role goes to waste. Recruiters must then restart the process, resulting in delays and increased workload. Candidate ghosting can harm an organization’s employer brand. Word spreads quickly, and negative experiences can discourage other candidates from applying.

Ghosting is a two-way street and there are things both sides can do to navigate the process.

Candidates can be patient and persistent remember that the hiring process can take time. Give employers a reasonable window to respond before assuming ghosting has occurred. Follow up politely and professionally after a reasonable period to inquire about the status of your application. Regardless of the situation, it’s crucial to maintain professionalism throughout the process. Avoid burning bridges by sending angry or confrontational messages. Instead, express your continued interest and inquire politely about the status of your application. Candidates can also seek feedback If you do receive a response, whether positive or negative, take the opportunity to request feedback on your application or interview performance. Constructive feedback can help you improve your skills and enhance future job search efforts. While waiting for a response, use the time to explore other job opportunities and continue enhancing your skills and qualifications.

Recruiters can maintain transparent communication from the beginning of the recruitment process. Clearly communicate expectations, timelines, and next steps to candidates. Providing regular updates and prompt responses can foster trust and reduce the likelihood of ghosting. Recruiters can also consistently follow up with candidates throughout the process, even if there are no updates. Regularly check in to see if they have any questions or concerns. Candidates should feel comfortable providing feedback on their experience, even if they choose to withdraw. Understanding their perspective can help identify areas for improvement in the recruitment process and enhance future interactions with candidates.

Ghosting poses significant challenges for candidates and recruiters, affecting their time, resources, and overall job satisfaction. However, we can mitigate the impact of ghosting. Ultimately, building stronger connections and maintaining professionalism throughout the process will contribute to a more successful recruitment journey for both recruiters and candidates alike.

Ghosting is an unfortunate reality in the job search process. However, it’s essential to approach these situations with professionalism, patience, and self-care. Remember, the right employer will value your time, effort, and skills.

Stay positive, maintain open communication, and continue your path towards finding your dream job!

WANT TO HELP A FRIEND FIND THEIR DREAM JOB

Check out our latest jobs at www.jfrecruitment.co.uk/jobs

If you refer candidates to us for this role and they get offered the job, once they complete their first 8 weeks of work, please contact us for your £100 Amazon Voucher– our thanks to you!!

WANT TO REGISTER WITH US OR NEED TO UPDATE YOUR DETAILS

If you’d like to register with us you can submit your CV on the website or if your circumstances or wish list has changed since we last spoke to you, please contact us with an updated CV and your new wish list by emailing admin@jfrecruitment.co.uk

Author: Claire Statham

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Employment Law changes in April

Changes to flexible working requests

Changes to paternity leave entitlements

More protection against redundancy during pregnancy, maternity, adoption, and shared parental leave

New carer’s leave entitlement

Changes to holiday calculations

Increase to the National Living Wage and statutory payments

Don’t worry

⇽ Back To News

JFR March Newsletter – The Flow of the Gen-Z Workforce

The Flow of the Gen-Z Workforce

CANDIDATE SPOTLIGHT

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The Power of Eye Contact During an Interview

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Collaboration Partners Hi Impact

JFR

Hi-Impact

Did You Go To The Open Golf Championship at Royal Liverpool?

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JF Recruitment celebrates a decade of excellence in matching talent to top employers!