4 tips to attract the right candidates
Hiring is all about getting the right talent in the right role. But recruiting can feel overwhelming in a candidate-rich market where job applications have continued to grow.
At the same time, the rising cost of living means people are looking for more certainty before moving roles, making it harder to get talent across the line as they prioritise stability and security.
However, a smart approach to hiring makes it easier to attract the most suitable candidates, and secure the best fit for the job.
Here are four ways to improve your recruitment process.
Build your employer brand
Candidates are looking for organisations with a strong brand, explains Tracey Montgomery, general manager at Pure Source Recruitment. “There’s an assumption that only big companies can have a good employer brand, but that’s not the case. A small business in the suburbs can have a strong employer brand.”
Instead, she says, it’s all about values. Candidates are looking for an employer that matches their personal values – and for evidence that backs this up. With candidates taking more convincing to switch jobs, Montgomery says they’re doing their due diligence and researching well beyond ads. This means it’s about more than listing values on your website. They need to be validated in online reviews, social media and by word-of-mouth.
The best candidates are doing their homework. The interview process is no longer just for the employer’s benefit. Candidates are seeing this as an opportunity to determine if it is the right role and environment for them. You can do all the right things to attract the right candidate but what happens next is crucial. Candidates are discerning and are seeking a positive candidate experience and how this experience aligns with your brand.
It’s never too late to start building your brand and employee value proposition (EVP), says Liz Punshon, Victorian Managing Director of people2people. “Promoting a clear and relevant EVP, such as career development, work-life balance, flexibility or strong management support, helps attract candidates who are aligned with both the role and the organisation,” says Punshon. “It’s about highlighting what truly matters to job seekers, not just ticking boxes.”
Write detailed – and honest – job ads
Job ads are your opportunity to draw people in, especially if you’re not working with external recruiters, says Montgomery. It’s a chance to give people a real sense of your organisation, its values, and opportunities. A poorly written ad, however, can turn people off.
Montgomery regularly hears from candidates put off by poorly written job ads. “A candidate told me she saw an ad she really liked in terms of the company and the role, but it had a bunch of typos that just showed a lack of care,” she says. “These are the little details candidates look for.”
To level up your job ads, Montgomery suggests being specific about what the role involves, including details on required skill sets and how they’ll be used, and broader information on the company, its values, and potential for career growth. Use clear, relevant keywords to help with targeted job advertising.
Be upfront on remuneration
Being open with remuneration helps attract the right talent in a market where candidates say money matters. SEEK research reveals that job ads that show salary receive on average 47% more applications than ads that don’t.
“This shows transparency and links back to proving your organisation’s values, as well as making sure you're not wasting a candidate's time if the role falls well outside their salary expectations,” advises Montgomery.
If you can’t include salary in the job ad, be clear about remuneration early on. “Salary should be discussed as early as possible, ideally before formal interviews begin,” says Punshon. “It’s important to be upfront about remuneration early—ideally in the first screening conversation—to ensure expectations are aligned and to avoid losing candidates further down the track. Being transparent about salary also helps manage candidate expectations and builds trust.”
Refine your screening process
Having the right screening process in place makes it easier to find skilled talent that’s right for the role among applications. Map out what you’re looking for and the relevant keywords. The right tools simplify this and can help reduce bias, something critical in an effective hiring process.
Using tools like SEEK Pass can further streamline the process by filtering applicants with verified credentials that meet your role’s minimum requirements. For example, by selecting ‘Right to Work’ as a required criterion and using SEEK Pass verification, you can confidently identify candidates with verified working rights, making it easier to build your shortlist.
Finally, don’t forget the importance of closing the loop at every stage of your recruitment process. “Closing the loop protects your reputation, keeps candidates warm for future roles and shows respect for the time they have invested,” explains Punshon. “Even where someone is unsuccessful, timely feedback can leave them with a positive view of the organisation and make them more likely to reapply, refer others or remain open to future opportunities.”