If you’re hiring in an industry hit by skills shortages, you already know the pain. Good people are hard to find, and when they’re looking, they don’t stay available for long. In a market where employees hold the power, how you recruit can make or break your ability to attract top talent.
Here’s what you need to keep in mind if you want to stay ahead.
The Best Candidates Are Gone Within 10 Days
The recruitment landscape has changed. Candidates aren’t sitting around waiting for an offer—they’re moving fast. Research shows the best people are snapped up within 10 days of starting their job search. If your hiring process drags out with multiple interview rounds, endless paperwork, or slow decision-making, you’re losing great candidates before you even realise it. Act quickly, or watch your ideal hire sign on with your competitor.
Your Recruitment Process Could Be Your Achilles Heel
Think your extensive application process is ‘thorough’? Think again. 80% of candidates drop out if it’s overly complicated. Endless forms, excessive screening questions, and convoluted steps only drive top talent away. Ask yourself: are you making candidates jump through hoops for a job that they may decide isn’t even worth it? Keep it simple, efficient, and relevant.
Job Ads Should Answer Four Key Questions
A great job ad isn’t just a list of demands—it should help candidates quickly assess if the role is right for them. The power in conveying this message comes from storytelling. You’re making an emotional connection, and that comes from painting a picture the reader can see themselves in.
At a minimum, your ad should answer:
- Who are you? Give a snapshot of your business and what makes it a great place to work.
- What will they be doing? Clearly outline key responsibilities without the fluff.
- Can they do the job? List essential skills and experience needed—ditch the ‘nice to haves’ that aren’t actually deal-breakers.
- Do they want the job? Highlight what’s in it for them—career growth, culture, perks, location, salary (yes, put the salary!).
Rather than a bland bullet-point list, craft your job ad in a way that immerses the reader in the role. Help them visualise what their day-to-day would look like. Show them what success in the role feels like. The more they see themselves thriving in the job, the more likely they are to apply.
Your Reputation Precedes You—For Better or Worse
People choose employers the same way they choose where to eat—by reputation. And in the age of LinkedIn and online reviews, a bad hiring process won’t go unnoticed. One of the biggest red flags? Ghosting candidates.
Read more about ghosting candidates here
If someone has taken the time to apply, the least you can do is send a polite rejection. It takes seconds to send a bulk email to unsuccessful candidates, yet so many employers don’t bother. This kind of laziness will come back to bite you—word spreads fast, and talented people won’t waste their time applying to companies with a reputation for poor candidate experience.
Great Recruitment Requires Skill—Culture-Fit Hiring Requires Even More
Finding someone with the right skills is one thing. Finding someone who enhances your workplace culture? That takes serious expertise. If you’re struggling to attract, engage, or retain good people, don’t be afraid to bring in specialised support. A great recruiter or HR professional doesn’t just fill roles—they ensure you’re hiring people who will thrive in your business long-term.
Made a Dud Hire? You’ll Know by Week 6
Not every hire is a winner, and that’s okay—what’s not okay is letting a bad hire drag your team down. By week six, you’ll know if someone is a good fit. If there are performance, attitude, or cultural misalignment issues, make a decision:
- Develop them – If they show promise but need guidance, invest in their growth.
- Let them go – If they’re not working out, act fast before they cause wider disruption.
Dragging out a bad hire benefits no one. Your team will resent carrying dead weight, and the longer you leave it, the harder it becomes to make a clean break.
Final Thoughts
In an employee’s market, recruitment is a competitive game. Speed, clarity, and candidate experience matter more than ever. If you’re struggling to find (and keep) great people, it’s time to rethink your approach—because the businesses that get recruitment right will be the ones that thrive.
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