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How to Secure Top Talent in a Competitive Market
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How to Secure Top Talent in a Competitive Market

How to Secure Top Talent in a Competitive Market

How to Secure Top Talent in a Competitive Market

Nobody wants to be haunted by the one that got away; that time when you had your dream candidate in front of you, only to see them slip through your fingers and accept another offer. But how does this happen and, more importantly, what can you do to prevent it from happening again?

Here at Emanate, we know how competitive the candidate market is right now, and we also know that quality candidates are being snapped up in the blink of an eye. To ensure you’re able to secure (and hold onto) the talent you need in this environment, we’ve put together the following strategies.

Be Clear on Your Requirements

When you identified the need to hire, you would have known the skills and experience required to do the job. Now it’s time to take this one step further and develop some solid criteria that will help you make the right decision at crunch time.

You can write up a candidate profile for your dream recruit, including a set of qualifications or experiences that you want them to bring to your team. Or, consider creating a list of essential and desirable qualities against which you can rank or qualify future candidates.

This will help you go into the hiring process with a clear understanding of who you’re looking for. Most importantly, it’s something you can share with the rest of the recruitment team so everyone is on the same page from the start.

Enhance Your Hiring Process

When you identified the need to hire, you would have known the skills and experience required to do the job. Now it’s time to take this one step further and develop some solid criteria that will help you make the right decision at crunch time.

You can write up a candidate profile for your dream recruit, including a set of qualifications or experiences that you want them to bring to your team. Or, consider creating a list of essential and desirable qualities against which you can rank or qualify future candidates.

This will help you go into the hiring process with a clear understanding of who you’re looking for. Most importantly, it’s something you can share with the rest of the recruitment team so everyone is on the same page from the start.

Provide Reassurance in the Interview

In the current environment, a lot of candidates are hesitant to move into new roles, preferring the apparent security and familiarity of their existing position. Concerns around the stability of the new company and uncertainty about job security can hold people back from making a change, so it’s important to provide reassurance during the interview process to help allay these fears and demonstrate that you would be a good option.

Some of the key ways to give candidates the confidence to move include:

  • Describing how your company has successfully responded to the challenges in the market
  • Explaining how the position in question will play an important role in the company’s long-term plans
  • Highlighting the professional development and advancement opportunities that will be available to the successful candidate

Seal the Deal as Soon as Possible

Once you’ve found a candidate who matches your criteria and have all participating recruitment panel members in agreement, don’t stop there – sprint across the finish line and extend the offer.

If you still haven’t heard back from referees, you can always make the offer contingent on positive reference checks. That means you’ll be able to lock in your preferred candidate as soon as possible after the final stage of the assessment process, effectively taking them off the market.

Make Retention a Priority

Finally, a crucial part of getting the talent you need in a competitive market is keeping them. We recommended making a concerted effort to retain your current employees, reducing the chances that you will have to fill unexpected gaps in your workforce.

Investing in your current team, providing training and professional development, and reassuring them of their value to your organisation will be important for keeping people engaged, as will considering pay rises, flexibility and other perks where possible and appropriate. When it comes to getting the talent you need, hiring is only half the battle – retention is what will allow you to succeed in the long run.

Summary

By implementing these simple strategies, you’ll be putting yourself in the best possible position to negate the challenges of a competitive talent market.

Our team at Emanate Technology have significant experience working in this field and are here to support your business with hiring expertise and wide-ranging recruitment advice. Reach out to one of our technology & digital recruitment specialists today for more top tips on how to improve your hiring process or support with finding great people for your organisation.