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  • Writer's pictureScott Harrison

7 Tips to Successfully Recruit in a Candidate Short Market


Why is it taking so long to hire people? Some reasons include skill shortages, talent scarcity, more selective job seekers looking for better pay and flexible work, and the large exodus of people from the workforce during the pandemic.


However, there are several factors that can help employers stand out and ‘win’ in any market, based on our analysis after working closely with our partner clients. Let’s review them. 


Tip #1: Implement a Work-from-home policy


Remote work is here to stay. For candidates choosing their next position, a WFH policy is a  key differentiator. Employers looking to retain staff or attract new ones should consider offering a form of WFH policy to have an edge in the market. 


If you are considering implementing a Work-from-home policy, here are a few tips that can help ensure its success:


  1. Assess Job Suitability: Not all roles are conducive to remote work. Evaluate which positions can effectively operate from a home environment without compromising productivity or team dynamics.

  2. Develop Clear Guidelines: Establish specific rules and expectations, such as working hours, communication protocols, and performance metrics. Clarity prevents misunderstandings and ensures consistency.

  3. Invest in Technology: Provide the necessary tools and technology to facilitate remote working. This includes secure VPN access, collaboration software, and reliable communication channels.

  4. Train Your Team: Educate both managers and employees on best practices for remote work. This includes managing time effectively, setting up a productive workspace, and maintaining work-life balance.

  5. Regular Check-ins: Implement a system of regular check-ins to maintain engagement, offer support, and address any challenges that arise. This helps in sustaining team cohesion and employee morale.


Tip #2: Streamline Your Interview Process


A slow-moving interview process most often doesn’t work and can send the wrong signal to candidates. If you find a suitable candidate, accelerate the process where possible so you don’t lose out. Where this is not possible, it is a good idea to keep prospective employees engaged with senior stakeholders and communicate interest levels and timelines.


Here are five ways to maintain candidate engagement throughout the process:


Send regular updates

Even if the process is unavoidably lengthy, keep candidates informed about their status and next steps. Transparency builds trust and maintains their interest.


Promote interaction with team members

Introduce candidates to potential future colleagues or managers during the interview process. This gives them a sense of the team culture and working environment.


Set up a feedback loop

Provide constructive feedback, whether it’s a job offer or a rejection. This can leave a positive impression on candidates, who might consider future opportunities with your organisation.


Schedule virtual office tours

If applicable, offer virtual tours of the workplace to remote candidates. This helps them visualise their potential work environment.


Personalise communication

Tailor communication to reflect the candidate’s background and the role they are applying for. Personal touches can significantly enhance the candidate experience.



Tip #3: Offer Competitive Salaries and Benefits


Salary still represents a very important factor in decision making and employers that pay the most generally have the best chances of attracting the top talent. 


But when top-tier pay isn't an option, emphasising other aspects becomes vital. Start by clearly outlining career pathways, showing candidates the potential for progression within the organisation. Use the interview process or showcase current employees' advancement stories to illustrate this. 


Additionally, you can also consider offering professional development programmes, such as training, mentoring, and further education opportunities, to demonstrate a commitment to your team's growth.


Lastly, underscore the importance of internal mobility by showcasing the organisation's support for role changes and valuing diverse experiences and skillsets, which brings us to the next tip.


Tip #4: Emphasise Career Advancement


Career development remains an obvious factor for attracting talent. However, employers often don’t discuss this during interviews as the focus is on the fit for the current role. Companies need to know how to illustrate other opportunities within the business and interview candidates for both cultural fit and future possibilities.


How to highlight career development opportunities


  1. Career Pathways: Clearly outline potential career progression within the organisation. This can be achieved through discussions in the interview process or providing examples of current employees who have advanced in their roles.

  2. Professional Development Programmes: Showcase any training, mentoring, or further education opportunities available to employees. This demonstrates a commitment to the personal and professional growth of your team.

  3. Leadership Development: For roles with potential leadership trajectories, emphasise the availability of leadership training and development resources.

  4. Success Stories: Share testimonials or case studies of employees who have successfully grown within the company. Real-life examples resonate strongly with potential candidates.

  5. Internal Mobility: Highlight the possibility of internal transfers or role changes as part of career development. This shows that the organisation values diverse experiences and skill sets.


Tip #4: Promote Global Mobility Opportunities


The opportunity for international relocation has never been more important. Candidates like to know if this might be possible and under what circumstances. The prospect of relocation or even working the summer from another location could be enough to get them on board.


Emphasising global mobility and diverse career opportunities within the business can significantly enhance the attractiveness of a role. Here’s how to effectively integrate this into your recruitment strategy:


Illustrating International Career Opportunities:


  1. Global Opportunities Overview: Clearly present the range of international opportunities available within the company. This could include short-term assignments, long-term expatriate positions, or opportunities for international travel.

  2. Success Stories: Share examples of employees who have taken advantage of global mobility programmes. Personal testimonials offer a tangible insight into these opportunities.

  3. Cultural Exchange and Learning: Emphasise the cultural learning and professional growth that comes with international roles. Highlight how this can contribute to an employee's personal and career development.

  4. Support Structures: Detail the support provided for international assignments, such as relocation assistance, language training, and cultural adaptation support.

  5. Flexible Arrangements: Discuss the flexibility of such programmes, catering to different personal and professional circumstances, such as offering remote working periods from different locations.


Tip #5: Prioritise Diversity and Inclusion


76% of candidates believe diversity is an important factor to consider when evaluating a company. 


Diversity and inclusion continues to gather attention with many firms setting targets to hire more female talent. Some employers also offer programs to bring back mature talent that have been out of the market. 


Employers that get this right will have a stronger brand reputation and will be recognised as an employer of choice. Interestingly, brand reputation is important to 86% of women and 67% of men looking for their new role, according to NorthOne.


How to integrate Diversity and Inclusion in Recruitment:


  1. Clear Communication of D&I Policies: Ensure that your company's commitment to diversity and inclusion is prominently featured in job descriptions, on your website, and in recruitment materials.

  2. Diverse Interview Panels: Utilise diverse interview panels to demonstrate an inclusive culture. This helps candidates feel represented and valued.

  3. Inclusive Job Descriptions: Craft job descriptions that are inclusive, using language that encourages a diverse range of applicants to apply.

  4. Training for Bias Awareness: Regularly train hiring managers and recruitment teams on unconscious bias, ensuring a fair and equitable hiring process.

  5. Showcase Diverse Leadership: Highlight the diversity within your leadership team and company initiatives focused on promoting inclusion at all levels.

Tip #7: Uphold Transparency in Recruitment


Transparency with potential candidates is crucial in the recruitment process. It's important to openly discuss both the key selling points and the challenges of joining your business. Not every company can offer options like working from home, so addressing these aspects upfront is essential. This candid approach prevents the creation of false impressions, which can lead to wasted time and misdirected attention. 


By being transparent, you are not only respecting the candidate’s decision-making process but also optimising your own recruitment efforts, focusing on those who are genuinely interested and well-informed about what the role entails.


How Aquis Search can help


With our team’s deep market knowledge and professional network across the region, we take a personal approach to help you discover, attract and place senior executives in leadership roles.


Since 2009 we have provided bespoke recruit-and-retain solutions to our long-term clients that range from traditional financial institutions to innovative startups.


Building on our core values of Trust, Partnership, and Integrity, we are your talent strategy ambassador, because our business is personal.


If you need assistance with filling an executive or leadership role, contact us today at [scottharrison@aquissearch.com] for a confidential chat. 


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