Attracting top-tier candidates requires more than just advertising roles. In a talent-short market, (or one where the talent is harder to find using all the same techniques you've used before), effective recruitment strategies must be sharp, data-informed, and people-focused. Here are three essentials to keep your recruitment efforts ahead of the pack.
A seamless, human-centred candidate journey has never been more critical. With jobseekers evaluating you as much as you’re evaluating them, a strong candidate experience can be the deciding factor in securing top talent.
Start with your job ads—they should be clear, engaging, and written in inclusive, plain language that reflects your company values. Avoid jargon and vague expectations. Be transparent about pay, expectations, and career pathways where possible.
Next, streamline the application process. If it’s clunky, repetitive, or time-consuming, you’ll lose great candidates to faster-moving employers. Use mobile-friendly forms, remove unnecessary steps, and offer alternatives for uploading CVs or sharing LinkedIn profiles.
Crucially, maintain timely, respectful communication. Prompt acknowledgements, updates, and meaningful feedback—especially to candidates who aren’t selected—build goodwill and protect your employer brand.
Not sure how to give feedback without the risk of reprisals? Read on:
Many recruiters shy away from giving feedback for fear of legal risk or emotional backlash. But thoughtful, professional feedback can strengthen your reputation and encourage re-engagement from high-potential candidates who just weren’t the right fit this time.
Here’s how to do it safely and effectively:
Set expectations early. During the initial stages, let candidates know what kind of feedback (if any) they can expect and when. This helps avoid confusion and allows you to manage your capacity for individualised feedback.
Automate when appropriate. For early-stage rejections (e.g. after screening), a personalised yet templated email can offer clarity without requiring one-on-one follow-up. For example: “At this stage, we’ve progressed with candidates whose experience more closely matches the technical requirements.”
Individualise for interviews. If someone has taken time to attend an interview or complete a task, a short call or detailed email can go a long way. Focus on specific, observable behaviours or skill gaps, and frame feedback constructively. Avoid vague comments or personal judgments as this is what makes people more likely to be defensive and want to keep the conversation going.
Stay factual and future-focused. Comments like “We were looking for more leadership experience in cross-functional teams” or “Your strengths came through clearly, but the client required XYZ certification” keep the focus on fit, not personal inadequacy.
Use a feedback policy. Develop a simple internal guide that outlines who gives feedback, when, and how. This helps you and your team stay consistent and confident while minimising legal exposure.
Done well, feedback closes the loop and earns your brand long-term respect—even from candidates you don’t hire.
Hungry for even more marketing and growth strategies? Check our comprehensive agency growth guide here.
Data-driven hiring is no longer optional. If you’re not analysing what’s working (and what’s not), you're guessing. And in this market, guessing costs time, money, and great hires.
Start by reviewing performance across sourcing channels. Which job boards, social platforms, or referral schemes are bringing in your best candidates? Reallocate your budget to what’s performing.
Monitor key metrics like time-to-fill, quality-of-hire, and offer acceptance rates. Tools powered by AI and automation—such as resume parsing software or applicant tracking systems—can also surface hidden gems faster by matching based on skill clusters and predictive success, not just keyword matching.
The goal: fewer bottlenecks, smarter targeting, and better long-term hires.
From end-to-end hiring platforms to AI screening tools, today’s tech stack can automate the admin and free you up to focus on relationship-building.
Adopt systems that integrate well with your workflow—look for platforms that enable collaboration across hiring managers, automated candidate nurturing, and smart analytics. These tools can help reduce unconscious bias and ensure more equitable hiring practices.
At the same time, stay visible where talent is active. Use social platforms like LinkedIn and industry-specific forums to share your story, showcase your values, and attract passive candidates. Done right, this builds brand trust and keeps your pipeline warm—whether or not you’re hiring.
Download our latest State of Contracting Report—a must-read for any recruiter or business leader wanting to understand how talent expectations are shifting in 2025 and beyond. You’ll get real insights into what top-tier contractors value most (and how to align your offer with what matters).