Pam Loch is an award-winning Employment Law Solicitor and Managing Director of Loch Associates Group. Here, Pam considers the current job market, the rise of gazumping in recruitment and what employers can do
IS GAZUMPING THE NEW NORM IN RECRUITMENT?
‘Gazumping’ is a well-known term in the property market but it is now a growing trend in recruitment too. Candidates will accept one offer but continue their application for other roles hoping to be offered another one with higher pay and/or better working conditions. If they are successful with one of these applications they then will withdraw from the original offer, or even use the second offer to try to negotiate with their original employer for better pay and conditions. Both employers believe they have secured their ideal candidate but are then left disappointed when they withdraw at the last minute.
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This brings a new layer of complexity to the already costly and time-consuming process of recruitment and for businesses still recovering from the pandemic, it is a worrying trend. The concern is that employers will simply find themselves priced out of the job market and ending up with potentially poorer quality candidates as a second or third choice.
So, what steps can prospective employers put in place to protect them from being gazumped?
First of all, are you sure you want to make the offer in the first place? To avoid being the victim of gazumping, it’s important to carry out as much due diligence as you can before making the offer. It may seem obvious but asking the right questions is
Many candidates are unaware of the potential consequences of withdrawing ❜❜
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