London faces employment crisis with 1 job vacancy per 53 residents
London is facing an employment crisis, with only one vacancy1, per 53 residents. In a city with a population of 8.9 million all fighting for the dream role, it’s becoming even harder to even make it to the interview stage, let alone land a contract. New research compares the top 10 most populated UK cities, measuring employment opportunities across the nation.
City
Residents per Vacancy
Job Postings
Population Data
London
53
167,060
8,900,000
Birmingham
75
15,244
1,150,000
Manchester
32
17,443
552,858
Leeds
99
8,239
812,000
Glasgow
64
9,882
633,120
Liverpool
75
6,618
496,784
Sheffield
119
4,673
556,500
Edinburgh
69
7,958
548,206
Leicester
76
4,878
368,600
Coventry
94
3,939
372,100
Taking a look at the UK as a whole, there is an average of 506 applicants for each ‘low-skilled’ vacancy1 advertised, making it vital to stand out in a crowded market.
A recent study found that applicants have a 20% chance of being interviewed for any given job2, so it’s never been more important for prospective employees to give the best first impression possible during the interview process.
To help interviewees combat bad habits, leading office furniture supplier Furniture At Work has teamed up with recruitment expert Rob Boyle, Marketing Operations Director of Airswift, to reveal the top five interview red flags that immediately put an employer off.
1. Complaining about past workplaces
Whilst it can be tempting to talk about trauma from previous workplaces, Rob cautions against it, “This happens most frequently when asked about past workplace conflicts or sometimes when asked why they left their prior job. Even if you have legitimate complaints about your previous post, the interview isn’t the place to air those. Doing so makes you come across as negative and a potentially toxic hire.”
2. Acting in an inauthentic manner
When hiring, employers want to really know the person they’re bringing on board, so authenticity really matters. Rob adds, “How candidates answer questions can be just as important as their answers—especially if they seem disinterested, inauthentic, contrived, overly confident or nervous to the point that they can’t properly answer the questions. These issues stand out and could make me think twice about hiring them, even if their answers were strong.”
3. Trying to seem perfect
Rob explains: “If their answer to “What is your greatest weakness?” is “I have no weaknesses”, that’s either a lie or a sign the candidate lacks self-awareness—even the best employee will have stronger and weaker areas.
“Similarly, if they answer this question with something positive (“My greatest weakness is that I work too hard”, etc.), this rubs interviewers the wrong way because it leads to concerns that they will be difficult to coach or provide feedback to if they refuse to acknowledge their true faults.”
4. Incorrect timelines on CV
Your CV is usually the first thing employers see, so ensuring it is a true representation is a must. Rob comments, “When the timeline or progression of positions on the CV doesn’t make sense, this is an instant red flag to employers. It makes me wonder what they’re trying to hide and whether anything on the CV is actually honest or accurate.”
5. Being rude to receptionists/entry-level staff
Rob says: “Interviewees should be friendly and approachable, both with the interviewer(s) and with anyone else you talk to at the company. If you’re rude to the receptionist or other staff but then put on a ‘good face’ for the interviewer, this makes you seem duplicitous and it’s difficult to gauge which version of that candidate we’ll get if we hire them.”
While good experience and a strong skillset can help you get your foot in the door, how you carry yourself in an interview is what can really seal the deal, so being well-mannered, friendly, and honest can go a long way.
