How to hire the best talent in a candidate driven market

If you’re hiring right now, you probably already know it’s a candidate-driven market. This basically means top-quality candidates are in demand, and there’s a low supply of them. What does that mean for employers? Well, it can add up to a tough time when it comes to hiring and retaining current employees. And while we’re…

If you’re hiring right now, you probably already know it’s a candidate-driven market.

This basically means top-quality candidates are in demand, and there’s a low supply of them.

What does that mean for employers? Well, it can add up to a tough time when it comes to hiring and retaining current employees. And while we’re yet to see The Great Resignation have the same impact it’s had in countries like the US, experts say that job-seekers across the board are definitely in the driver’s seat in the current hiring climate..

That said, with a little know-how, there are ways to find top talent and nail your recruitment. Here are our top 5 hiring tips.

Hiring Tip 1: Be realistic about the job spec

If there’s one thing the research tells us, it’s that job-seekers don’t like job ads that have an unrealistic work load or job spec. We get it: it’s been hard for companies in the past couple of years, and the pressure is on to get more bang for your buck. But this will backfire on you.

When crafting the ad, think seriously about whether the role is suitable for one person (or whether you’re attempting to shoehorn too many tasks and obligations into the job spec). Job-seekers will spot it instantly and avoid applying for your ad.

Hiring Tip 2: Be transparent about pay

It’s a fact that in a candidate-driven market, you can’t low-ball job-seekers. or offer a salary that’s not commensurate with the experience level or skills required. Remember the current recruiting climate has left job-seekers in great demand and other companies may be offering them a super-appealing salary and benefits.

Ideally, you want to ensure you’re putting a similarly attractive remuneration package on the table and one that includes desirable benefits, such as additional leave days, structured training programs and other decent perks.

Hiring Tip 3: Go beyond the usual job spec

Candidates these days are looking for companies that have a strong, inclusive corporate culture and aren’t shy about putting their mission and core values to the fore. When recruiting, you have to flip the usual script that makes it about you as a company, to make it about them. An easy way to do this is simply to consider why people would want to work at your company.

So, aside from serving up a peek into the inner workings of your company, you might also highlight that there’s generous remuneration, career advancement opportunities, training and mentorship on offer– and, if relevant, flexible working, too. Include all that in the ad.

Hiring Tip 4: Be flexible about who you hire

Imagine you’re sitting across from a fantastic candidate who you know would be a great fit with your team and is open to learning – but is missing an essential piece of the puzzle. Maybe they don’t have the experience you need, or they might be lacking in a core skill the role requires.

It may be tempting to let the candidate go and keep searching for the person who ticks all the boxes – but this is a mistake in a candidate-driven market. You can train people in anything, and potentially shape this candidate into an employee who’ll hugely benefit your company.

Hiring Tip 5: Don’t delay when you decide to jump

So many companies these days drag out the hiring process with two or even three interviews, then let weeks go by while they sort through the short list, or make an offer to the chosen candidate. In a candidate-driven market, you need to rethink your process entirely.

It’s worth remembering that job-seekers may be fielding offers from various companies at the same time, so it’s essential to know what you want and be ready to move the minute you find that person. Be decisive, and get an offer out within 24 hours of the final stage interview – both verbally and in writing – to make it far more likely your candidate will accept.

Need a hand? Let us help!

We know it’s a tough market. Positions are getting harder to fill. But don’t stress, we are here to help! Our specialist recruiters are passionate and will work hard to secure you the best talent in the market before someone else does.

Contact national@frgteam.com today and let us help you find your people.