Our Top Recruitment Tips for surviving a Candidate Driven Market

Following on from our previous blog post about what it means to be in a candidate driven market, we have been asked for our advice on how to survive it. So we thought we would share our top tips with you. After all, as a recruitment agency we like to think we know a little bit about attracting the best candidates!


  1. Go all out on Marketing

Attracting the right candidates can come down to a number of factors. It is important to think about how your company appears from an outsider point of view. Many brands have launched social media channels to attract candidates to work for them. By showcasing the environment, company benefits / perks and how you look after your staff, you can begin to built a great first impression before someone even walks through your door.

A great example of this is Microsoft on Facebook (https://www.facebook.com/MicrosoftCareers/). You don’t have to be as large as Microsoft to build this ideology into your marketing plan. You don’t even need the same budget or a separate social media page! If, like us, you are a smaller operation, you can include the working environment within your other social media posts. Whilst it is still in it’s infancy, our new Instagram page is a perfect example!

When interviewing, ensure there is a strong brand presence. Don’t be afraid to talk about your company’s successes and values. Where possible, positive case studies and examples of career progression of current / previous employees add value. The more of an impression that can be made about the company upon interview the better chances a candidate will visualise themselves working there.


  1. The Recruitment Process

This is one of the most common mistakes companies make in a candidate driven market. As a recruitment agency, we come up against this hurdle regularly. In order to attract and keep the interest of quality candidates, your recruitment process needs to be seamless.

Whether you are recruiting directly – or through a recruitment agency, it is important to give prompt feedback on CV’s. If you delay getting back to a candidate – even by a week – you may find they are no longer in the market. You don’t want to lose them if they are AMAZING!

Take into consideration your interview process too. Long drawn out processes with too many stages can sometimes go against you. If you would like the candidates to meet several parts of the business try and condense them into blocks. If after HR have initially seen them they deem to be unsuitable, then the interview can simply be cut short. By having the managers ready on that day to meet and greet it eliminates the need for endless interviews – and the need to take precious time of work for the candidate – which in their eye’s will only increase the respect they have for you as an organisation.

That being said, it is not always possible to make decisions with one round of interviews – but in this instance flexibility is key. Be open to out of hours interviews and Skype interviews and ensure to make the interview count.


  1. Information is key

Some companies believe less is more when it comes to information on new vacancies and opportunities within the company. We find that working from a brief job spec can lead to less applications in comparison with those written with more information. The change in the decision-making process of our candidates has led to this need. Candidates want to know more information up-front before committing to taking the time to interview – from the specifics of the role to information on the business/organisation. Whilst we are not suggesting you write war and peace and give away all your company secrets – a well thought out job spec can make all the difference. (Something we can help with by the way – please do not hesitate to ask!)


We hope you have found our tips insightful – and ultimately useful. As a recruitment agency, we are dedicated to making the recruitment process as smooth as possible for our clients. We take the hassle out of the recruitment and save you time by working hard behind the scenes to find you the right candidates for the job. 

If you are recruiting or looking to recruit please do not hesitate to get in contact to discuss how Pursuit Resources Limited can assist. Simply call 01245 362500 and speak to one of our consultants, or alternatively email [email protected].



Recruitment Industry Insight – What exactly is a Candidate Driven Market?

Through our many years as a recruitment specialist, we have seen the market flip from an employer driven market to a candidate driven market – but what exactly does that mean and how can it affect your business when it comes to recruitment?

As the economy recovered, the labour market stabilized, but recently, especially since the Brexit referendum, we have noticed a massive shift towards a candidate-driven market.

Throughout the recession, we experienced an era where we had a surplus of candidates. Unemployment levels were high and organisations could have their pick of skilled candidates. As the economy picked up, and the labour market stabilised we began to see a shift towards a candidate-driven market. This has been cemented by Brexit and looks to be with us for the foreseeable future. With unemployment levels maintaining a steady low, the candidate is in a more powerful position – especially in industries which suffer a skills shortage – such as technology and healthcare.

How will this affect your recruitment process?

A shortage of skilled candidates can mean recruiting can be extremely difficult in certain areas and industries. For many firms, recruiting directly becomes an expensive and time draining activity. We have found that this is one of the main reason’s people come to us for our recruitment expertise. Pursuit can take the hassle out of recruiting. Our consultants use the latest recruiting software to stay ahead of the game, ensuring we not only advertise roles to the market, but we proactively find the right people. By building a relationship with our candidates we can help overcome objections and reduce the risk of dual offer’s.

Many firms believe that money is the answer. However it goes far deeper than being able to command the best salary they can get. In recent years candidate have been seen to be demanding flexible working patterns. Study support, career development plans right down to the environment in which they work. We have known candidates to pass up a job because they didn’t like the configuration of the office!

That being said, it is important to ensure your salary bandings are in line with the current market. To help with this, we have produced a Salary Survey for our clients. Many have found this useful in ensuring they are in line with competitors – and in some cases more competitive! If you would like a copy of our Salary Survey please contact us!

What else can you do?

The way in which you recruit will also need to adapt in a candidate driven market. From attracting the candidates and your brand image right down to your application and interview process. Where candidates are not necessarily job hunting, lengthy applications and multistage interviewing are a thing of the past. You need to make the process streamlined.

The headache doesn’t stop there. Once you have found the candidate, and you want to make an offer, in a candidate driven market nothing is certain. Due to a skills shortage, a candidate may often receive multiple job offers – particularly if they have a niche skillset. This is where it is important to ensure that when interviewing, as well as ensuring the candidate is the right fit – you have to perform a well thought out sales pitch. Selling the idea of working for your organisation is now extremely important.

Are you recruiting? Get in touch to discuss how we can help! 01245 362500 or email [email protected].