The recruitment market is experiencing a significant downturn, marked by declining job vacancies that have been falling for a year and are now below pre-pandemic levels, alongside a widening pool of unemployed people per vacancy. Significant economic pressures and the slowing impact of automation are contributing to this challenging period, making it one of the toughest markets in recent years.
Businesses can no longer depend solely on standard job advertisements or their brand reputation. Instead, success depends on embracing technology and treating recruitment as a strategic business function. Here’s how organisations can stand out and secure the best talent in the current hiring landscape.
Clarify Your Employer Value Proposition (EVP) and Employer Brand
An EVP encapsulates your organisation’s purpose, culture, progression pathways, and commitment to flexibility or well-being. Identify what sets your business apart, whether it’s your mission, leadership approach, development opportunities, or innovative working model. Employee surveys and focus groups can distil your values into a compelling narrative. Once refined, project your EVP consistently across your website and social channels, as well as recruitment materials.
Your employer brand (how the outside world perceives you as an employer) must align with this message. Including real employee testimonials and day-in-the-life videos is far more persuasive than polished corporate slogans. Candidates increasingly value transparency, wanting to see how it feels to be part of your team.
Use a Specialist Recruitment Firm to Access the Right Talent
Even with a strong brand, sourcing the right candidates can be challenging, particularly in sectors with technical or highly specialised roles. Partnering with a specialist recruiter can bridge the gap. Unlike generalist firms that operate across multiple industries, niche agencies focus on specific markets, maintaining deep networks and up-to-date knowledge of candidate expectations.
In fields like finance recruitment, working with a recruiter who already has deep networks is often essential to shorten your search and raise candidate confidence. A trusted partner should provide tailored support and market intelligence, ensuring access to high-calibre professionals who, although not actively seeking new roles, are open to the right opportunity. Look for a solid track record and clarify their fee structure—typically contingency, retained, or hybrid. Maintain open communication, and treat the recruiter as an extension of your brand.
Build a Smooth, Candidate-Centred Process
A complicated or slow hiring process can quickly drive away top talent. To avoid this, ensure your communication includes realistic timelines and provides clarity and respect at every stage.
Reducing unnecessary interview rounds frees up time for your interviewers and streamlines the process.
Where assessments or digital tools are used, ensure they measure genuine job-related skills and remain free from algorithmic bias. Personal touches, such as follow-up messages and transparent feedback, signal professionalism and integrity. You’ll demonstrate that your organisation values candidates’ time as much as your own with a human-centred process.
