How to Hire in a Candidate Short Market - Recruitment Revolution

How to Hire in a Candidate Short Market

Hire in a candidate short market

When trying to hire in a candidate short market, employers need to take action to keep ahead of their competition by securing and retaining good talent. Whilst a competitive salary is still a key motivator for attracting candidates, there are a number of other areas that should be considered before trying to attract new talent.

Here are our top tips to find new employees in a candidate short market:

1. Streamline your hiring process

Review your existing hiring process and identify ways to streamline this. Are there steps that could be shortened or removed completely? If you find a candidate, be decisive and act quickly in order to get ahead of any competition. Consider using a recruitment specialist to do this for you to really speed up the process.

Our post ‘Is your job application process scaring off talent?‘ is a great resource to use when reviewing your hiring process.

If you find a strong candidate, progress their application quickly rather than making them wait until you have completed all stage 1 interviews. That way, you can keep up the momentum and secure an offer to avoid missing out on good talent.


2. Think about the candidate’s point of view

During the recruitment process, a candidate gains insight into the company and how it approaches things. Providing a clear job description, outlining a simple application process and stating clear time frames of each step is key. This way, the candidate knows what to expect and views the company as both professional and respectful of their employees.

Struggling to write a compelling job description? Check out our ‘Top 10 Tips for Writing the Perfect Job Description‘ to stand out from the rest and attract the top talent you’re seeking.


3. Review the salary and benefits

Now more than ever candidates are looking for a role that not only pays the bills but also offers them a good work-life balance. The employment market has changed quite considerably over the last few years, with candidates looking for flexible hours and remote working alongside the more traditional benefits of holiday and pension contribution.


4. Expect counter offers

If an employee hands in their notice it’s quite common for them to receive a counter offer, particularly when there is a candidate shortage. This can often be quite a tempting proposition for the employee or they may decide to use it to negotiate a higher salary for the new role. Either way, if you’ve reviewed your salary and benefits on offer and feel it’s competitive, try to remind the candidate of the fantastic package you’re offering and remain firm but fair with your offer.

Equally, you may experience current employees trying to negotiate a higher salary due to an offer they’ve received elsewhere. Whilst you might be opposed to making counter offers, it’s worth taking this opportunity to review their existing salary, benefits and career prospects for the individual to avoid the need to recruit new employees. Taking care of your existing employees can be invaluable and prevent additional pressure on recruitment.


Are you looking for support to help find employees during a candidate shortage? Get in touch with our expert team.