This article originally appeared in the December 2024 issue of Security Business magazine. Don’t forget to mention Security Business magazine on LinkedIn and @SecBusinessMag on Twitter if you share it.
Hiring the right talent is more crucial than ever. As a headhunter specializing in this space, I see firsthand the strategies that help companies secure top candidates – as well as the mistakes that cost them.
For hiring managers and business owners, it is critical to understand what your competitors are doing right (and wrong) in the race for talent.
What Your Competitors Are Doing Right
They move quickly: Speed matters, and the top companies have streamlined their hiring processes, enabling them to interview, assess, and extend offers faster than their competitors. A candidate who feels stuck in a drawn-out process is more likely to accept an offer elsewhere.
They sell the role and the company: Savvy employers treat recruitment like a two-way street. They ensure candidates understand not just the job but also potential career growth, company culture, and the impact they can make. The goal is to inspire excitement and loyalty from day one.
They are offering flexibility: Remote and hybrid work options are no longer perks – they are expectations for many candidates. Companies that provide flexible arrangements attract a broader, more talented pool of professionals.
They are prioritizing employee growth: Top companies emphasize training, certifications, and internal promotions. When candidates see a clear path for advancement, they are more likely to choose and stay with that employer.
They are building a strong brand as an employer: Leading firms invest in their reputation as an employer of choice. They’re visible on LinkedIn, share employee success stories, and ensure their hiring process reflects respect and professionalism.
Where Your Competitors Fall Short
Neglecting the candidate experience: Some companies still treat interviews as one-sided interrogations rather than conversations. They fail to engage candidates, leaving them unimpressed and ready to move on to more engaging opportunities.
Relying on outdated job descriptions: Job descriptions that are vague, overly rigid, or uninspiring can deter candidates. If your competitors aren’t refreshing and personalizing their postings, they’re losing out on skilled talent who want a meaningful role.
Failure to communicate: A lack of timely feedback is one of the biggest frustrations for candidates. Companies that leave applicants in the dark risk damaging their reputation and losing talent to more communicative competitors.
Overlooking transferable skills: The best candidates don’t always have a perfect resume match for a job posting. Companies that fail to consider professionals with adjacent industry experience – such as IT, construction, or telecommunications – are missing out on adaptable and highly capable talent.
Ignoring culture fit: While technical skills are essential, culture fit is equally critical. Candidates want to feel confident they’ll thrive within your team. Firms that focus solely on hard skills often struggle with retention.
How to Stand Out
To outpace your competitors, you need to make your hiring process efficient, candidate-focused, and reflective of modern workforce expectations. Here’s how:
- Accelerate your time-to-hire by reducing unnecessary steps and delays.
- Showcase your value with clear communication about growth opportunities, flexibility, and culture.
- Reevaluate your job descriptions to make them engaging and reflective of your company’s vision.
- Listen to candidate feedback to continuously improve your process.
