What an employee's market means to recruiters?

The candidate didn't call back, he was late on the interview (without prejudice) and when finally appeared,  was wearing casual shorts and a strange colorful flippers. Everything without any explanations. Probably recruiters know similar stories. An employee's market suggested that it could be acceptable. However, according to savoir vivre rules you don't expect such a behavior, do you?

Inspite of economic downturn in many industries, the technology sector doesn't follow global tendencies. IT companies are competing in many ways - technical solutions, numbers of clients, their own products and finally financial profits. Obviously,  behind every success people are found. In every day work, I am searching for the best talents, who have right mindset and experience enough to create value for the company. What shouldn't be surprising is not easy for limited number of the experts. If they already haven't good positions, it wouldn't be so hard. Recruiters are offering a lot of perks  (swimming pool at company, beer after 4pm or for dinner free sushi) and competitive salary to make the position more attractive. That's why IT sector is an employee's market.

To be honest, candidate's knowledge, years of experience would be more valuable than social skills and professional approach for some companies. If recruiters are ignoring soft skills, they make a big mistake. Employees who are motivated only by money could immediately leave the company for a more attractive job offer.  Moreover, if a candidate is either rude or extremely self confident and not prepared for interview the alarm system shouldn't stop ringing. The vigilance could be asleep by the circumstances.

Sometimes I am wondering if an employee's market is a blessing or a curse for recruiters? Realizing the risk of using the global situation by candidates which sometimes excused their behaviours is disturbing. Also, it requires more effort on recruiters side to employ candidates. On the other hand,  the limit of the tolerance someone's behaviour is moved. Where the limit should be situated? That's an elementary question. Organizational culture, company's code of conduct and your own limits of the tolerance could be the answer.