By Gary Richards, Expert Head Hunter Advisor, allpoints & Director at Talent Circle Recruitment
The recruitment market has undergone another transformation.
Post-COVID, we experienced a period of intense hiring activity, a sharp bounce-back where demand for talent soared, projects accelerated, and roles opened up across all sectors, especially within the events and creative sectors. In the last 12–18 months, however, things have evened out. There are numerous roles available, but the candidate pool isn’t as extensive as it once was. A lot is going on in the world as we witness daily in the news cycle, and this, combined with rising costs, is causing many people to stay where they are. This means that when you do get talented candidates interviewing, the structure of your recruitment process is critical in locking them down.
From a recruiter’s perspective, the challenge is no longer just about finding the right talent; it’s about the timing and efficacy of the recruitment process between the candidate, the client, and the recruiter.
Erik Huberman once said, “Time kills all deals,” and this can also be true with recruitment. A process isn’t a process without structure, and recruitment is a process that needs structure to succeed.
The Window Is Smaller Than It Seems
The candidates are out there, not all of them proactively looking, but they are out there. In several cases this year alone, we’ve got extremely talented people in front of agencies, but by the time feedback comes through or the first interview is scheduled, they’ve been snapped up.
This isn’t about blaming anyone involved in the hiring process. In most cases, it’s a reflection of how busy hiring teams are, particularly when their role also involves delivering projects. It can feel like you’re stuck between a rock and a hard place; you need the resource, but time is preventing the process from flowing. Unfortunately, this can then lead to talent moving elsewhere due to timing.
What We’re Learning
There’s a growing need for structure, not speed for speed’s sake, but clarity from the outset, outlining how long the process is expected to take. It starts with the brief, which sets the tone for the whole process, and this can include:
- How many interview stages will there be?
- Who needs to be involved?
- What’s the realistic timeline for feedback at each step?
- Will a presentation be asked for?
- What’s the turnaround time between the final interview and the offer?
This may seem like a granular detail, but it makes all the difference. When the market is moving quickly, it’s not always the company with the biggest brand or the most budget that wins talent; it’s the one that’s prepared.
A Quiet Advantage
A structured recruitment process is not only a good way to secure top talent but a great way to stand out. Birds of a feather flock together, and hiring top talent who will then tell all of their super-talented friends, colleagues, and connections how easy your recruitment process was is an amazing piece of advertising in what is a very competitive space!
Having a clear and consistent interview process, combined with timely communication and a shared sense of urgency, will make a significant and positive impact. The way a business hires tells you a lot about how it operates, and candidates will be judging the book by its cover!
Right now, hiring isn’t easy. Quality candidates are selective (which isn’t a negative thing), and timelines are tight. But with a clear plan and committed internal alignment, hiring top talent becomes a lot easier.
And in a market like this, that structured process isn’t just helpful, it really is essential.
For more information, visit: https://fromallpoints.co.uk/