Candidates Have the Power: Welcome to a Candidate Market

Tony Lewis

Sep 7

5 min read

There’s something very strange happening in recruitment right now.

And everyone I speak to, says the same...

And, if I’m honest, I’m not entirely sure the recruitment industry knows how to deal with it.

Candidates have the power.

We are in a candidate market - but it doesn’t always feel like one.

Businesses are struggling to recruit. Good chefs are still difficult to find. Hospitality continues to have vacancies that need filling.

Yet at the same time, candidates are applying for jobs and often hearing absolutely nothing back.

No rejection.

No acknowledgement.

No update.

Nothing.

So what happens?

They stop expecting a response.

And perhaps, even more importantly, they stop giving one themselves.

“Why would I reply? Nobody else does.”

This is one of the strangest conversations I’m having with candidates at the moment.

A chef might apply for 20, 30 or even more vacancies.

Then a recruiter calls.

“Can you give me a call back?”

And sometimes… nothing.

No response.

No “thanks, but no thanks”.

Just silence.

It’s easy to blame candidates for this.

But perhaps we need to look at the bigger picture.

If you've applied for 30 jobs and 25 of those applications disappeared into a black hole, what behaviour have we taught you to expect?

We have created a recruitment culture where silence has become normal.

The ATS problem

Applicant Tracking Systems were supposed to make recruitment better.

And they can. But you still NEED people to align them, set the responses and program it to be credible.

They can help businesses manage huge numbers of applications, organise candidates, automate communication and make recruitment teams more efficient.

But automation can also create distance.

A candidate applies.

Their CV enters a system.

A keyword filter might decide whether they progress.

An automated email might eventually tell them they haven't been successful.

And the person who applied may never have spoken to another human being.

From the candidate's perspective, recruitment can feel less like applying for a job and more like feeding your CV into a machine and hoping something comes out the other end.

And when that happens repeatedly, expectations change.

Candidates start thinking:

“What's the point in responding?”

“They won't get back to me anyway.”

“It's probably another automated system.”

“I'll just apply for another ten.”

And suddenly we're in a cycle where both sides are becoming less responsive.

Is AI making this better or worse?

AI is now being talked about as though it is going to solve recruitment.

I'm not convinced.

AI can absolutely help.

I use technology and AI myself.

But AI doesn't do the heavy lifting for me.

It doesn't build the relationship.

It doesn't understand the chef who has just left a toxic kitchen.

It doesn't know that someone wants to progress from CDP to Sous Chef.

It doesn't understand that another chef might take a pay cut for the right culture but wouldn't move for another £2,000.

People do that.

AI can help me process information faster.

It can help with typing, organising, summarising and getting information moving.

That's useful.

But recruitment isn't simply processing information.

Recruitment is people.

And the danger is that if we automate everything, we could become incredibly efficient at delivering an incredibly poor candidate experience. FACT

So, what can candidates do?

Candidates aren't completely powerless.

In fact, in this market, they have more leverage than they might realise.

1. Stop applying for everything

Twenty applications aren't necessarily better than five good ones.

Target the businesses you actually want to work for.

Research them.

Understand the role.

Tailor your CV.

Make it obvious why you're right for that job.

2. Pick up the phone

If a recruiter contacts you, respond.

Even if you're not interested.

A simple:

“Thanks for getting in touch. It's not quite right for me at the moment, but please keep me in mind.”

That's it.

You've maintained the relationship.

And you never know when the right opportunity might come along.

3. Be honest about what you want

Salary.

Location.

Hours.

Role.

Progression.

Culture.

Tell recruiters what actually matters to you.

A good recruiter isn't looking for a CV to fill a vacancy.

They're looking for a match.

4. Don't disappear halfway through the process

If you've accepted an interview, turn up.

If something changes, communicate.

If you've accepted another job, say so.

Recruiters aren't offended by candidates changing their minds.

They are frustrated by not knowing.

5. Remember that reputation matters

Hospitality is a surprisingly small world.

The person you ignore today could be the person with your dream job tomorrow.

Be professional.

Be respectful.

And remember that recruitment works both ways.

And what can recruiters do?

This is where I think we need to take some responsibility.

If we're complaining that candidates don't respond, perhaps we should look at the experience we've created for them.

1. Actually respond

Not every candidate needs a personal phone call.

But they deserve acknowledgement.

If someone has taken the time to apply, don't leave them wondering whether their CV disappeared into cyberspace.

2. Don't advertise jobs you aren't genuinely recruiting for

This one drives candidates mad.

If the role isn't live, don't leave it advertised.

If you've already got 300 applicants, perhaps stop collecting another 300.

Quality matters more than quantity.

3. Don't hide behind automation

Use technology to make recruitment better, not less human.

AI, ATS systems and automation should support recruiters.

They shouldn't replace relationships.

SIDE NOTE - If your selecting recruiters because of tech stacks then what are we saying about the people aspects - do we WANT to interact with our teams?

4. Give candidates feedback where possible

You don't need to write an essay explaining every rejection.

But a little information goes a long way.

“Unfortunately, we've progressed with someone with more relevant experience.”

That's considerably better than silence.

5. Treat candidates like future customers, clients and colleagues

Because they might be all three.

The chef you're rejecting today could become:

A future candidate.

A future client.

A future Head Chef hiring a team.

A future GM.

A future business owner.

People remember how you made them feel.

And recruitment is no different.

The candidate market is changing the rules

For years, recruitment has often been structured around the needs of the employer.

The employer had the vacancy.

The candidate wanted the job.

Therefore, the employer held the power.

But that relationship has changed.

Good candidates have options.

Experienced chefs have options.

People are increasingly asking:

“What's in it for me?”

And I don't think that's a bad thing. But Chefs are just way more selective - they are still out there

It forces businesses to improve.

Better salaries.

Better working environments.

Better leadership.

Better work-life balance.

Better development.

Better recruitment experiences.

Ultimately, if you want good people, you have to give them a reason to choose you.

Recruitment isn't a vending machine

...Well..., SOME still think it is. Eye roll emoji.

This is probably the biggest lesson I've taken from the current market.

Recruitment isn't:

Vacancy + CV = Hire.

It's people, personalities, expectations, timing, communication, culture, money, opportunity and trust.

Technology can speed up parts of that process.

AI can help us work smarter.

ATS systems can help us organise.

But none of them can replace human connection.

And perhaps that's the irony of where we are right now.

We've never had more technology available to communicate with people.

Yet candidates and recruiters have never seemed so disconnected.

Maybe the answer isn't more automation.

Maybe it's better recruitment.

Maybe it's simply picking up the bloody phone.