Hiring great people is one of the most critical decisions a business can make. The challenge of how to find the best employees is real. Finding the right employees drives growth, strengthens your culture, and delivers exceptional results. However, finding those standout candidates takes more than just posting a job ad. It requires clarity, strategy, and innovative use of the right tools.
The Cost of Getting Recruitment Wrong
Recruitment isn’t just about filling a vacancy. It’s a significant investment. On average, hiring a new employee can cost between £3,000 and £5,000 in the UK when you factor in advertising, interviews, onboarding, and training. The cost of a bad hire can be significantly higher. A poor hiring decision can lead to lost productivity, team disruption, missed goals, and the added expense of repeating the hiring process. Some estimates suggest that one bad hire can cost up to 30% of that employee’s annual salary.
The Biggest Challenges in Hiring Today
Employers face several growing challenges when it comes to hiring the right people. These include:
- A highly competitive job market and limited talent pool.
- Attracting individuals who fit the organisation’s values and culture.
- Poorly defined roles and weak job adverts.
- Lengthy or complex hiring processes.
- Unconscious bias that narrows the talent pool.
To overcome these challenges, employers must take a more intentional and strategic approach.
Be Clear and Aspirational About What You Need
Before you post a job, get clear on what success in the role looks like. Do not just list duties. Instead, define the outcomes, the type of personality that would thrive in the role, and what kind of future the role leads to. Think about the bigger picture. What kind of person could elevate the team?
Include in your job description:
- A clear and engaging job purpose
- Key responsibilities and performance goals
- The behaviours and values you’re looking for
- Opportunities for learning and growth
This clarity helps attract candidates who feel a strong alignment with your vision.
Are Your Salary and Benefits Competitive?
Many businesses lose great candidates simply because the salary is not in line with market expectations. Candidates also look at the overall package, not just the pay. Use tools such as Glassdoor, PayScale, or LinkedIn Salary Insights to benchmark your offering.
You should also assess your benefits, such as:
- Flexible or remote working options
- Holiday entitlement and well-being support
- Pensions, healthcare, and professional development
A competitive offer shows that you value the people you want to hire.
Recognise Your Best Recruitment Pools
Look at where your best employees have come from in the past. You may find that your most successful hires were referrals or went through a particular job board. These patterns can help guide your next recruitment strategy.
Consider:
- Your personal and professional network
- Past candidates who were strong but not selected
- Employee referral schemes
Understanding where your strongest candidates come from saves time and improves your results.
Where to Look: Top Talent Sources in 2025
Recruitment Agencies
These are useful when hiring for specialist or senior roles. Agencies can help you access passive candidates and expedite the recruitment process. Work with recruiters who genuinely understand your sector and your culture.
Job Boards
Job boards remain effective, particularly for high-volume hiring or broad-scope roles. Platforms like Indeed, CV-Library, and Reed.co.uk offer reach and visibility. Niche boards, such as CharityJob or Technojobs, can also be very effective in targeting specific sectors.
Social Media
Social media is powerful for employer branding and reaching both active and passive talent. LinkedIn is key for professional roles. Facebook, Twitter/X, and Instagram work well for customer-facing, creative, and service roles.
Internal Promotion
One of your best hires may already be on your team. Internal recruitment helps you:
- Reduce onboarding time.
- Retain loyal employees.
- Motivate team members with growth opportunities.
Always consider internal options before seeking external solutions.
Artificial Intelligence and Automation
AI is reshaping recruitment. Tools like HireVue, Pymetrics, or SmartRecruiters help screen CVs, analyse candidates, and reduce bias. AI can also improve the candidate experience and shorten hiring times. However, human insight remains essential, especially when assessing cultural fit and potential.
Your Website and Employer Brand
Your careers page should reflect your purpose, values, and work environment. Candidates often visit your website before applying. Make sure your brand tells a clear story about why someone would want to work with you.
Final Thoughts: Hire with Purpose
Hiring the best employees starts with knowing exactly who you’re looking for and why. It’s not about attracting the most candidates but the right ones. When you align your recruitment strategy with your values, offer competitive packages, and use the best channels, you will attract people who genuinely want to help your business succeed.
