Why are you losing in the war for talent?

A clear process – a clear interview structure, a strong on boarding process and a great support network during those daunting first weeks, it sounds simple right?…..

“So, I’ve decided I NEED a new job! And I’ve seen the perfect role, oh, look… and another! And since I’ve put my CV on that notorious job board my phone hasn’t stopped ringing from recruiters offering me ‘the job of my dreams.’”

This is the reality for a lot of job seekers right now, the ever increasing number of recruitment agencies and the prevalence of LinkedIn means that it’s easier than ever to apply for multiple jobs; however, how do companies compete and ensure they secure the talent they need and want?

Job Description  

This is your opportunity to tell potential candidates exactly why they want to work for you; salary, benefits, career progression and culture should all be featured to engage jobseekers. The adverts that have the best response are ones that are clear and cohesive, outline how to apply/next steps and are sometimes, if appropriate, rather humorous (take a look at BrewDog’s adverts !)


There are endless job boards out there who claim to have the greatest reach, however you need to ensure it is right for your market, industry specific job boards and LinkedIn are just a couple of places you could start. Recruitment agencies also have access to some of the larger job boards, their own websites and can also reach their industry specific databases with your advert ; imagine how much impact your advert could have when it is distributed to candidates in your market.

Closing dates

I understand that there are times when closing dates have to be adhered to, however, if you receive a CV of somebody who matches your requirements my advice would be to always interview the candidate sooner rather than later, this is to make sure you don’t miss out on them to another company who can interview straight away.

Do not make the interview process more lengthy than required

2 stages is usually suffice, especially when using a recruitment agency. If you do need to conduct more interviews then try and make these as close together as possible! If the candidate is actively looking, especially in the interim market, then they will usually take whichever role is offered to them first.

Offer stage

use your Reward team! They should be benchmarking roles against your competitors and this should leave you in a position to offer a competitive salary that is, whilst fair, is hard for your preferred candidate to turn down.

Before the new starter joins

invite them out to lunch with their new team before they join. This will help allay any first day nerves and will make them feel a part of the team. It’s also very important to keep in touch to ensure the candidate’s current company haven’t offered them a counter offer which is common for strong candidates in a tough market; it would be a great shame to lose out on the perfect candidate at the last stage!


There is of course no magic formula to ensuring you secure the best talent for your company, however, the above steps could help you in the battle! If you feel like you are missing out on top HR talent then please get in touch to see how Williams Kent may be able to help.

Blog written by: Jade Lough, HR Recruitment Consultant at Williams Kent Ltd
15th January 2018


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