Is it an Employee’s Market?

Is it an employees market?

Snap Care recruiters share their thoughts on the current Support Worker Market

In recruitment, at any one time, there are often more vacancies (An Employee’s Market) or more candidates (An Employer’s Market), and as recruiters, we must be adaptable and flexible to work within these changing parameters.

Currently, there are lots of vacancies and although in the care industry generally there is a lack of applicants, we are seeing increased candidate applications for some support worker roles, including Personal Assistants, SEND Nannies and Mannies and Night Carers. To understand the market in the support sector now, we need to scratch the surface to really see what’s going on.

A misconception there are lots of available candidates

Applications are high for some vacancies, but we are finding some of those candidates don’t have the right skills and attributes, or sometimes, even any related experience. It appears they like the idea of a job in support, but have a limited understanding of how skilled and experienced someone must be to do these roles.

Our advice is to screen candidates very carefully! The great candidates are there, but you need to delve deeper, don’t take everything a candidate says at face value and get evidence that supports their application.

Candidates you are interested in are no longer available

You have identified a candidate of interest and they seem very keen on the job, but with little or no warning, they announce they are no longer interested in your vacancy. We know this happening at any stage of the recruitment process: at the first candidate call, during, or post-interview, or even after an offer has been accepted.


Why this is happening and what you can do

We believe there are three main reasons that some candidates are not following through on the jobs they have shown an interest in:

  1. We are seeing a trend for candidates to apply for multiple vacancies, where previously they applied for 1 or 2 jobs, now it can be 3, 4 or even 5, you can’t assume your job is the only one the candidate is interested in.

2. We are aware of candidates who are being offered incentives to remain in their current job when they hand in their notice.

3. Candidates don’t want to change jobs or start a new job unless they are sure it will be a good move for them. Any delays in the recruitment process, changes to the advertised job details or an unclear or drawn-out recruitment process, results in a high level of candidate drop-out.

To minimise candidate drop-out, be sure your job advert accurately and clearly defines what the job entails. If there is any ambiguity or subsequent changes to the role or job advert, this is likely to unsettle applicants. Ensure you have highlighted all the great things about your job including the perks and benefits, as well as stating what you want. The next thing is to have a clear and timely recruitment process; any delays could send the signal you are not that interested.


If you get to the offer stage, ask the candidate what they will do if their current employer offers them more or a better package to stay when they hand in their notice. Just having that conversation may help.

Don’t scare off those good candidates!

One sure way to do this is to have unrealistic expectations of the candidate. For example, everyone would like a great employee to stay in post for a good length of time, (we all know how important continuity is for clients and their families), but if you state from the beginning you wish someone to commit to staying, for example, for 3 years, this is likely to put off candidates. Providing a suitable workplace where employees feel supported and valued is much more likely to achieve the objective.

To conclude…

In summary, it is an employee’s market, but the perception of that may be different. There are lots of candidates out there, including some fantastic ones, but you need to take extra care to qualify them. In this candidate market, where they have lots of job choices, your job details need to be as clearly defined as possible, with all the benefits highlighted and set realistic expectations of what you want from a candidate.

And once you find that ideal candidate, don’t keep them waiting, if you think they are great, it’s likely someone else will too!

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