Newsletter June 2022
Recruiters for the Copier Channel® for more than 30 years, Copier Careers® has been the only recruiting firm exclusively dedicated to connecting Copier Channel employers with experienced service technicians, copier sales representatives, sales managers, service & operations managers, controllers, support staff, and MPS/MNS experts. Start your month off right with Newsletter June 2022: Copier Channel news and career advice. Search copier jobs now.
Copier Careers Publishes 2022 Mid-Year Update
The Copier Careers 2022 Mid-Year Update is now freely available! Since 2020, we have published our analysis on the highly volatile job market for the industry. For Q1-Q2 of 2022, we interviewed our recruiters about the state of recruiting in the industry – from the challenges to the opportunities!
Our 2022 Mid-Year Update is out! We had a Q&A session with our recruiters about what they’ve seen in the job market and hiring process over the past six months. You can read the full story here or keep reading below for their 2022 advice for candidates and employers.
2022 Advice for Candidates
- Communicate openly with employers and your recruiter. We’re looking to get you in a position you’ll be happy in for years to come.
- Stay positive and ask questions. Never forget that you are interviewing them while they’re interviewing you.
- Self-evaluate to know what you want and what you want to do. Ask yourself if you are serious and if you can commit to moving forward.
- Be open to having a discussion with an employer, because you won’t know if you can get what you want until you ask them.
- Wield your power carefully. Don’t forget that you are interviewing to work for these clients, so don’t get cocky and blow a great opportunity.
- Don’t accept counteroffers. Remember why you wanted to leave in the first place.
PRO TIP: During this process, you need to stay in communication — answer your phone, respond to texts, send an email. Our recruiters all say that the world will not end if candidates ask for what they want or if they tell an employer “no.”
Ready to Talk?
We recruit for any role from techs to executives and everything in between. We are dedicated to helping the industry’s best professionals find careers with top employers. Browse our job board or submit your resume today!
2022 Advice for Employers
- Prioritize your communication and timing. You don’t hold all the cards in this market, and you can’t keep people in the dark or leave them hanging.
- Be open. Don’t write off candidates based purely on their resume. It’s always worth talking with a candidate on the phone.
- Talk to candidates as soon as you have them in front of you. Timing is essential, so you need to talk to candidates ASAP.
- Be prepared and ready to make decisions quickly.
- Be flexible. It is to your benefit, especially in training new hires.
Our recruiters all agree that it costs you more for a seat to be empty than it does for you to fill it. Remember it is unlikely that we will return to a pre-pandemic hiring landscape. There is no “normal” in 2022. Accept that it is where we are now. In our recent experience, we find that clients who recognize that we are operating in a strange new world are doing better at hiring and retaining.
PRO TIP: You don’t have a lot of choices in this market, so you need to do the leg work. You can’t just turn the rare candidate down on a whim or technicality. If you’re on the fence, talk to the candidate or someone else will.
Want a hand?
We recruit for any role from techs to executives and everything in between. We work to find industry-experienced professionals and bring in new talent from comparable fields. We are dedicated to helping the industry’s top employers grow and evolve in every economic climate. Contact us today to learn how we can help!
In the market for a new job? Our job board features hundreds of copier jobs with top employers, updated daily. Search jobs now.
Our recruiters have noticed a rising trend of candidates disappearing during the interview process. So, last month we discussed some of the reasons you shouldn’t ghost along with other bits of interview advice. Because we’ve seen this recent change, we wanted to know whether any of you had ghosted during the interview process and, if so, if you were the candidate or employer. We had a solid turnout of 19,198 votes this month!
Most voters (70%) said they hadn’t ghosted. The largest anti-ghosting group were candidates, taking first place with 36% of the total votes. Employers took second place against ghosting, taking 24% of the total. Another 10% said they don’t ghost but they’ve been ghosted before.
Only 30% of the voters admitted that they’ve ghosted. 23% said that, as an employer, they don’t contact every rejected candidate. 8% said that, as a candidate, if the company makes them a bad offer or they find a better opportunity, they’ll just walk away.
While it’s encouraging to see such high anti-ghosting sentiment among our readers, we are still seeing it happen all the time. We get it – it can be tempting when the decisions are overwhelming to just stop communicating. But you’re hurting yourself and missing out when you do!
Employers can’t afford to ghost when candidates are in such short supply. Candidates have the most to gain with open communication and negotiation right now – ghosting means turning your back on the chance to get what you want.
- Candidate – No, I tell them I’m not interested and thank them for their consideration (36%, 6,817 Votes)
- Employer – No, I reject them but thank them for their time (24%, 4,672 Votes)
- Employer – Yes, I don’t contact every candidate I reject (23%, 4,325 Votes)
- No, but I’ve been ghosted (10%, 1,897 Votes)
- Candidate – Yes, if they make a bad offer or I find a better opportunity (8%, 1,456 Votes)
- Yes, everyone ghosts (0%, 24 Votes)
- What’s ghosting? (0%, 7 Votes)
Total Voters: 19,198 (May 3, 2022 @ 9:29 pm – June 2, 2022 @ 8:32 pm)
Some comments from y’all:
- “Never done this to anyone in the interview process. However, over the past year or two finding a candidate who will respond back to the resume THEY submitted has been quite the task. No one answers the phone or replies back to an email asking to setup an interview for the position they applied for. Out of hundreds of ‘applicants,’ only a few will actually respond when reached out to.”
- “If we are interested you will hear from us by (a certain day/time), if not, you are no longer in consideration for the job.”
- “I don’t like being ghosted as a candidate, even though most employers do it. As a candidate, I feel the right thing to do is to at least let them know I’m not interested so they can press on. Last time this happened I was actually several days from my position ending (division being closed). The company I interviewed with just couldn’t offer me the position I was looking for, nor at the pay range I had been making. Myself and the service manager who interviewed me agreed on that, so I passed. I left with a positive impression of them.”
- “I’m all for keeping bridges built, but that bridge goes both ways! Employers need to reach out more quickly when they move on to other candidates as well. It would also be nice if they could tell us why we didn’t get picked; that can give employees an idea on what to improve on, either in their resume or skills/certifications.”
Comment on Poll:
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