One important fact that has come to light in recent times is that candidates are harder to move into new roles. The interesting part is that in many cases employers continue to apply recruitment practices they have found successful in the past.

Then wonder why they are not successful!

Similarly, candidates are approaching the job market, not realizing that they are looking through “different eyes” to those they had just 3 years ago, then becoming disillusioned by not identifying the perfect role often choosing to go for job security and as a result missing out on a terrific career opportunity.

What has changed?

Let’s look at how companies and candidates can adopt a position reflective of the market and enhance the chance of successfully conducting a hiring process.

Firstly, companies need to realize that employers do not hold an advantage in this extremely low unemployment-driven environment. Your offering and process need to be very good by comparison to others you are competing with to leverage the available talent. There must be clarity in regard to your offer and where a good performance will take, someone, joining you. Your brand and status as an employer may not be as strong an attraction as you thought. Be prepared to share tangible benefits associated with working with you.  It is important that you listen to what prospective entrants may want whether it be about flexibility, hybrid model, remuneration development, paid parental leave, and more. These factors are what really create a difference and become the reason for candidates to join your company. 

If you are not competitive you are literally not in the race. 

Talking about speed, if you identify a good prospect and filling the role is important; then make it a priority by keeping the recruitment ball rolling. We are talking days not weeks in these candidates’ poor times. Many candidates are being lost because of the inability of companies to finalize the hiring process in a timely fashion.  

It is highly possible that you may only get to see one or two relevant candidates, you only need one excellent fit to get the job done!

Meanwhile, potential candidates must prepare themselves to make a career decision at some stage towards the end of the process. Make sure, given you have the right opportunity to consider, you can say yes. Do not be a tyre kicker and critically evaluate what you have thought through are critical elements in taking on a new role. 

Pay attention to what are the absolutes and what can come later or be done without. Prepare a list and check the points off as you progress through the process. Also, think about if the role can grow over time. Be objective regarding the skill set you offer. Ask yourself if you have upskilled in recent times? Have jobs changed with the move toward hybrid roles? Are your requirements realistic or a wish list? If remuneration is very important, make sure you carefully check your current value in the market, not go by just what you would like to earn.

Employers, employees, and recruiters must work together to achieve positive outcomes. There is a real need to display transparency, objectivity, respect, and communication throughout the process. 

If you would like to hear about how you can positively influence quality results as a recruiter in your own business, please call Peter Gleeson 0419367569, Ian Stacy 0417478229, or Peter Tanner 0419826637 for a confidential chat or visit