Have you noticed the world is getting faster? Your clients expected you to deliver yesterday, your orders have become urgent, answers are expected quickly, and your competitors are super-charged to take advantage of available supplies and staff.

Top talent is used to being agile and responding quickly and wants to work with ambitious, innovative, and fast moving firms. If you are not positioned to hire quickly, not only will you lose time and money within the business, but in these times, you may also lose great candidates to more agile competition. If you can't keep up, you may find yourself at the back of the queue.

As an employer, you can't afford to dilly dally these days. This is especially true with strong candidates, who can take their pick of the jobs at the moment. You are not only racing against your competitors, but you are also racing against speed: the speed to market, speed of candidate's expectations and speed of change.

So what can you do to ensure you're first in line to pick top talent? Here are our Top 4 Tips:-

1.      Be Super-Responsive

Hey, we know you're busy – we understand. You've got to perform in your job whilst recruiting this position, whilst that persistent recruiter keeps ringing you when you're in the middle of something. You think the job's fantastic, the pay's better than you ever expected you'd be offering, and if the candidate really wants the job, they'll wait a few days, right? Wrong.

Your recruiter is trying to get a hold of you because they know how many other companies want the same candidate and are putting in the effort to secure them for you. If you want to get the best talent at the moment, you'll need to make hiring a high priority and be super-responsive.

These days the candidates have the power to pick and choose with plenty of job offers for top talent these days. The interview process now is much about them sizing you up as you them, so you want them to feel they are a priority and enthusiastic about your company; otherwise, they will find a company that does.

2.      Be Decisive

You've found someone with GRIT, who ticks all the boxes, plus they've got star quality. The only problem is that you may have no one else to compare them. What if… there's someone else out there who's even better?

Of course, it is practical to interview other candidates and discover the current benchmark for that role, but be aware that if you take too much time making a decision, you may lose your first-choice candidate. If you recognise a star, you're probably not the only one. By all means, interview others, but these days, don't expect to have time to run a full and rigorous process with plenty of time to make a decision.

3.      Be Flexible

OK, you're running a speedy recruitment process, and you've found your star. What happens when negotiating an offer if it falls apart over the details, especially if the candidate has received multiple offers (and top talent does).

It may be that your competitors are offering additional benefits these days, from hybrid work arrangements, bonuses, gym memberships and health insurance benefits, education, contributions towards travel or flexible hours.

If your company doesn't match these sorts of benefits, you may fall behind in the race for talent and lose a candidate geared to increase your bottom line significantly. If you cannot budge on the financial offerings, talk with your recruiter, and see if you can still land your star with non-monetary offers. Finding out what aspirations and motivations the candidate has is the recruiter's job. Be honest with your recruiter, and most importantly, be flexible on what it will take to land your next star.

4.      Be Vocal

There will be times when you need to run a slow recruitment process while waiting for contracts, funding, finance or policy decisions. It is tempting to keep quiet until you are given the green light. However, when you work with a great recruiter and keep them informed about upcoming development and roles you will be looking for, they can use the slow burner with known candidates who may be looking for roles in the near future. A great recruiter has built exceptional rapport with both clients and candidates and, whilst keeping absolute confidentiality, knows where the matches made in heaven are possible. Use this to your advantage.

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