Talent Attraction & Recruitment: Hiring the Best Talent for Your Business

When it comes to attracting top talent, guiding them through an effective recruitment process, and ultimately making the right hire, the whole journey is a lot like dating. Stick with me on this one…

In talent acquisition, I speak with plenty of hiring managers and business leaders who arrive with a strict checklist of what they must have, what would be nice to have, and what they absolutely won’t consider. Sound familiar? It’s not far off the way many of us approach dating: a long list of traits we’re convinced we need, which can lead us to overlooking great matches who don’t tick every box but would be an excellent partner in the long run.

The same thing happens in recruitment when we write a job advert. If an advert is too rigid, too demanding, or too detailed about the “perfect” candidate, you risk narrowing your talent pool and missing out on high-potential applicants who could add real value to your organisation.

And here’s another dating parallel: if your job advert is all about you, what you want, what you need, and what you expect, candidates won’t feel drawn in. The best talent wants to know what’s in it for them such as the benefits, the culture, the development, the purpose. Think of it like sitting across the table on a first date while someone lists everything they’re looking for without ever sharing what makes them a great match for you… You’d politely excuse yourself and never agree to a second date.

Creating a Candidate Experience People Actually Want to Say Yes To

A strong talent attraction strategy doesn’t stop at advertising. Your recruitment process needs to be clear, engaging and human. In talent acquisition, we all know hiring timelines vary based on seniority, urgency and availability, but communication should never be the part that falls through the cracks.

Imagine messaging someone you’re interested in… and waiting three weeks for a reply. Doesn’t scream “You’re valued”, does it?

It’s the same in recruitment. Candidates need timely feedback, updates, and an understanding of what happens next. A five-stage interview process for a graduate or long gaps between interviews? That’s how you lose great talent to competitors who move faster.

Offer Stage: Where It All Comes Together

By the time you reach the offer stage, you’ve worked hard to create an engaging, transparent talent attraction and recruitment experience. Now it’s time to seal the deal.

Here are your top tips for landing the right candidate:

1. Be swift

Top talent almost always has multiple processes on the go. Move quickly. Send the offer, arrange a follow-up call, and get contracts sorted as soon as possible.

2. Put your best foot forward

A common mistake in recruitment is lowballing a candidate “just to see if they accept”. All this does is damage your employer brand and send the message that you undervalue them. Nine times out of ten, you’ll lose them and end up back at square one.

3. Reinforce the value of joining your business

Candidates are constantly asking themselves: “What’s in it for me?” At offer stage, spotlight the full picture e.g. benefits, culture, development, flexibility, values, team dynamics etc. everything that contributes to a positive employee experience. This helps them feel truly valued and confident about saying yes.

Recruitment Is Relationship Management

If you were about to commit to becoming someone’s significant other, you wouldn’t want to wait weeks to hear how they feel, be made to question your worth, or walk away thinking it was all about them. Recruitment is exactly the same.

Talent attraction is about creating connection and recruitment is about building trust and it should always be a two-way street.