It’s a tough market at the minute. The cost of living is hitting most people where it hurts and as a result, candidates are still riding the post-pandemic wave of inflated salaries.

But they need the inflated salary. Most likely because the mortgage they have for that bargain property they bought a few years ago has just renewed and is costing them more than double. And even the cost of the weekly food shop is enough to make you cry into your beans on toast.

(Own brand beans though, because who the heck is paying £1.40 for a tin of Heinz beans!?)

According to the most recent Labour Market Overview by the CIPD, pay intentions are at their highest in well over a decade. And one of the best tools employers have to retain staff is cash. Counteroffers are fully on trend right now as employers grapple to keep their top talent.

So, until the bubble inevitably bursts, you might need to think a bit more creatively. Here are some top tips to help you hire the right person, first time, in a tough market.

1. Be clear on what is not negotiable

Having a killer job description and a snazzy job advert is just the start. You need to be clear what elements of the job are flexible.

It often takes a change in mindset, which can be a challenge in itself, to look for the right person rather than the right CV.

I recently supported a client in hiring an IT Technician. Through conversations with candidates, it became evident that a Computer Science degree was crucial. We had already interviewed candidates with alternative qualifications or apprenticeships and found that they lacked the necessary depth of knowledge for the role. But just as we were about to readvertise, we had one final interview. The candidate did not have a Computer Science degree and we were pretty sure they weren’t going to be a good fit. This candidate blew us away! They were passionate about the areas of IT that the role required. They could talk at length, and with enthusiasm, about anything we asked of them during the interview. And they got the job!

And the point is, think carefully about what skills and qualifications are flexible. By listing too many ‘essential’ criteria, you could well be putting off your perfect candidate.

2. Make sure your job advert attracts the kind of people you want to hire

And don’t be afraid to get creative!

A good job advert contains the following elements:

• Showcase your company culture
• Benefits and perks
• Detailed job description
• Qualifications and skills (differentiating between ‘must have’ and ‘nice to have’)
• Demonstrate your commitment to EDI
• Application instructions

Depending on the role, your culture, and your industry, you may also want to include some of the following:

• Any important information (e.g., if a DBS or background check is required)
• Employee testimonials
• Visual elements
• Call to action (CTA)
• Testimonials or awards

A well-written job description is essential to attract the best candidates in a tough market because it provides clear expectations, roles, and responsibilities. It also gives a flavour of what it’s like to work in your business, which enables potential applicants to assess their fit for the position accurately.

3. Include the damn salary!

Potential candidates want to know what they’ll be paid if you offer them a job. They don’t want to guess and they don’t care what your assessment of ‘a competitive salary’ is. People have bills to pay – they are worried about the economic crisis, so make it easy for them to apply.

It benefits you, too. You won’t need to waste your time interviewing amazing candidates, only to find out they want £10k more than you’re offering. And it also portrays you as a trustworthy and transparent employer.

4. Move fast

Seriously, there is no time for dawdling in the current market. Candidates – the good ones, anyway – are being snapped up in a matter of days.

Before you put the advert out, block a date out in your calendar for interviews. This means that once your job advert is live, you can jump on the strong CVs quickly and book them in for interview ASAP.

Gone are the days where you let an advert run for a week, spend a day or two sifting CVs and inviting them in for interview a week or so later.

It’s a tough market out there, so if you snooze, you will lose. 🤷

It’s crucial that you think about what sets your job vacancy apart and to make it appealing. Highlight unique benefits and be transparent about compensation. Taking a more thoughtful approach will not only attract top talent but also help you to develop a positive employer brand.

Get it but don’t have time? Still struggling? Give me a shout and we’ll put a bottom on that empty seat before the dust sets in!