Attracting the right people is about more than simply advertising a vacancy and waiting for applications to arrive. The job market changes, candidate expectations develop and what made your business competitive a few years ago might not have the same impact today.
Sometimes the signs that your hiring package needs attention are obvious. Other times, they show up through difficult negotiations, unsuitable applications or candidates dropping out of the process. If any of the following sound familiar, it could be time to review what you are offering.
Salary expectations do not stand still. As the market changes, the amount candidates expect for particular roles can change too. If your salaries have remained the same for a significant period of time, you could find yourself competing against employers offering more attractive packages for similar positions.
This does not necessarily mean increasing salaries across the board. It means understanding where your current offering sits within the market and whether it remains competitive for the people you want to attract. Regularly reviewing salary benchmarks can help you spot gaps before they begin affecting your ability to recruit.
Negotiation is a normal part of recruitment, but if candidates are consistently asking for more than you are offering, it is worth paying attention.
One candidate negotiating upwards might simply be down to their individual expectations. When it becomes a pattern across multiple candidates, it can indicate that your salary range is no longer aligned with the market.
Looking at the feedback you receive throughout the recruitment process can be incredibly valuable here. Rather than viewing unsuccessful negotiations in isolation, use them to build a clearer picture of what candidates with the skills and experience you need are currently expecting.
A high number of applications does not necessarily mean your recruitment campaign is working. What matters is whether those applications are coming from people who have the skills, experience and suitability you actually need.
If you are receiving plenty of CVs but struggling to identify suitable candidates, take a closer look at the complete proposition. Salary could be part of the issue, but the way the opportunity is presented can also have an impact.
Consider whether the job advert accurately reflects the role, whether expectations are clear and whether your overall package gives the candidates you want a compelling reason to apply. More applications are not always the answer. Attracting the right applications is.
You have attracted the candidate, reviewed their CV and started the recruitment process. Then somewhere between the first conversation and the final offer, they disappear or accept another opportunity.
If this is happening regularly, it is worth looking at the candidate journey as a whole.
A hiring package can be competitive on paper but still lose its impact if the recruitment experience does not match it. Long periods without communication, delays between interview stages or a slow decision-making process can give candidates time to pursue other opportunities.
Reviewing your hiring process alongside your salary and benefits can help you identify where candidates are dropping out and what could be improved. A strong package needs a strong recruitment experience behind it.
If you are unsure how your hiring package compares, download our latest salary guide report for insight into what candidates are looking for and what employers should consider when attracting and retaining talent.
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