We’re constantly hearing from fashion organisations that they are struggling to find the right candidates for roles requiring specialist skill sets. Having ridden out more than one downturn, we have seen this recruitment cycle in the past. During recession many people leave the industry, moving to different sectors. While companies streamline to survive, internal development of staff takes less of a priority so skills are not being improved and new talent is not being grown. This means that as the economy improves and businesses flourish again there is a severe shortage of candidates in many key areas.

A recent study, conducted by the Chartered Institute of Personnel Development, discovered that more than four-fifths of organisations found an increase in competition for talent, while more than three-quarters had experienced recruitment difficulties in the past year, citing a lack of specialist or technical skills. The vast majority described the current jobs market as candidate driven. This means that businesses have to do more to attract the best candidates, streamline their recruitment process, remain closely in-touch with candidates throughout, and act swiftly to ensure they are a highly desirable employer brand. Although, this can only done once candidates have been attracted and are on-board with the recruitment process.

Therefore, more than ever, it is essential to use strategic search methods to ensure vacancies and brand values are delivered to the very best talent in a professional and direct manner. It is imperative to seek out and approach ‘soft’ candidates i.e. those that are not actively looking, not reading job boards, and not registered with recruitment firms. This is where the search methodology, that underpins everything we do at LIFE, comes into its own to help fashion brands build the optimum team.