Smart employers are taking note of an increasingly evident hiring trend: as candidates drive today’s job market, more and more job seekers are fielding multiple offers. My role as an executive recruiter has given me a first-hand view of the changing terrain of the career search. Consistently, I see that managers who are informed about the market and aggressive in their talent search are winning top talent. Recruiters can be valuable partners in your hiring strategy: we know what drives candidates on the market. Additionally, we’re are often aware of other potential offers, and perhaps know what your competition is bringing to the bargaining table.

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The Return of the Candidate-Driven Market: Three Smart Hiring Strategies
Smart employers are taking note of an increasingly evident hiring trend: as candidates drive today’s job market, more and more job
seekers are fielding multiple offers. My role as an executive recruiter has given me a first-hand view of the changing terrain of the
career search. Consistently, I see that managers who are informed about the market and aggressive in their talent search are winning
top talent. Recruiters can be valuable partners in your hiring strategy: we know what drives candidates on the market. Additionally,
we’re are often aware of other potential offers, and perhaps know what your competition is bringing to the bargaining table.
Use these industry insights to your advantage! Give your talent acquisition an edge with these three hiring strategies.
Efficient interviewing is good for business. Increasingly, employers are interviewing quickly and making offers early. If you are
serious about hiring standout talent, streamline your interview process. Companies that drag their feet, let too much time elapse
between interviews, and require too many meetings before making an offer give the competition the benefit of time. On the other hand,
when employers make their hiring decisions efficiently, early offers may tempt candidates to make a deal.
You get what you pay for. Such a straightforward point might seem self-evident – but repeatedly, I see employers naively seeking
top-notch talent with unexceptional compensation packages. If you find a candidate who is perfect for the role, you need to make an
offer that’s head turning, not just competitive. When it comes to great candidates, never assume that your offer is the only one on the
table. Consider whether spending more in the near term on baseline salary, bonuses, or perks and benefits might bring the company
greater value in the long run.
Employment branding is more than a mission statement. Increasingly, candidates are prioritizing work-life balance and a positive
corporate culture. They won’t be dazzled by a flashy website and sleek office lobby – they want to see how your company’s values are
genuinely reflected in its social and professional climate. You need to know why your organization is a great place to work, and reflect
that knowledge in your employment brand. Throughout the interview process, show candidates why your office has a positive, vibrant
culture. Describe perks and opportunities for professional development. Help the candidate see why he or she would be a fantastic fit
with your organization.
Today’s candidate-driven market can be a challenge to employers. The good news, though, is that there is so much great talent out
there. Adjust your hiring strategies to reflect the times, and you’ll attract the superstars and build the value of your workforce.
How does your organization navigate the candidate-driven market? What adjustments have you made to your hiring process?
The Return of the Candidate-Driven Market: Three Smart Hiring
Strategies
by
Glenna Collins
Senior Partner – Manufacturing