Job market conditions are shifting and with that so are candidate expectations, it’s more vital than ever in this fast paced culture to get the brief and potential collaboration right from the outset. Unemployment rates are the highest they’ve been in 5 years, and while that may sound like it makes hiring easier, it actually makes it harder.

That’s where we come in, working with a recruitment agency at this time, like Howett Thorpe, can hugely speed up your hiring and vetting process and ultimately improve the quality of candidates applying- as there tends to be many applicants. However, this is only a route to success if you’re properly prepared. With this in mind, we’ve created this 5 step practical guide for working with an agency to get the right candidate for your role.

Here’s what you need to know before you engage in a live vacancy.

1. Know what your candidates are looking for?

In order to sell the right opportunity, we need to know what candidates are looking for from the employer. To brief your agency effectively, you’ll need more than a job description, we believe in the need to understand the values and culture your company embodies so we can align you with the right candidate selection. In our experience candidates prioritise:

  • Role development potential that provides a clear career path
  • Flexible working culture that promotes a healthy work-life balance
  • Leadership they can trust
  • Ethical company values that align with their own

We need to understand what makes your team, role, and business genuinely attractive to your ideal candidate, and what sets your business apart that will make your ideal candidate choose you over your competitors.

2. Salary vs Benefits

As we know, the UK has recently hit its highest unemployment rate in five years. But, contrary to what you’re probably thinking, that doesn’t actually mean it’s easier to find high quality candidates. Top candidates are still very selective and often can be passive in their job seeking process, and also can be unlikely to take risks in this highly saturated market. With little opportunity around, this means high application volume for roles and can often lead to applicants with little relevance to the role.

We have a proactive focus in identifying the right fit for the role through targeted headhunting, screening, and cultural alignment. We align our recruitment strategy with your long-term vision, ensuring each hire contributes to greater retention and lasting impact to your business or team.

3. Recruiting in a Market with High Unemployment—It’s Not as Easy as It Sounds

As we know, the UK has recently hit its highest unemployment rate in five years. But, contrary to what you’re probably thinking, that doesn’t actually mean it’s easier to find high quality candidates. Top candidates are still very selective and often can be passive in their job seeking process, and also can be unlikely to take risks in this highly saturated market. With little opportunity around, this means high application volume for roles and can often lead to applicants with little relevance to the role.

We have a proactive focus in identifying the right fit for the role through targeted headhunting, screening, and cultural alignment. We align our recruitment strategy with your long-term vision, ensuring each hire contributes to greater retention and lasting impact to your business or team.

4. Be Clear on Timescales and Processes from the get go

For strong candidates, any signs of ambiguity can be a deal-breaker as it creates a sense of insecurity. To avoid this and secure the right candidate quickly, define your recruitment process before briefing the agency so there is a clearcut structure. Be able to answer the following questions to set clear expectations for your candidates:

  • How many interview stages are there?
  • Who will be interviewing?
  • What’s the feedback turnaround time?
  • Who makes the final decision?

Making us aware of these stages before we set the role live ensures a professional management of the recruitment process so you don’t lose talent to faster-moving competitors.

5. Be Transparent – Confirm Budget and Sign-Off Authority in Advance

One of the most common blockers in agency-led recruitment is internal delays in offer sign-off. It’s imperative we are clear on budget limitations from the offset so we are able to negotiate with confidence on your behalf and secure your ideal candidate as fast as possible. Before you engage with a recruiter be clear on salary bands, packages, who can authorise offers and communicate any approvals that may add time

In recent months, we have seen some delays occur during the offer and onboarding part of the recruitment process. Whilst we appreciate these are sometimes unavoidable, such delays lead to candidates feeling apprehensive or uneasy about joining this future employer and in such circumstances, can result in being either counter-offered or securing and accepting an alternative offer.

Set Us Up to Succeed so that we can Succeed in Finding your Candidate

At Howett Thorpe, we don’t just send CVs—we collaborate, advise, and deliver a long-term fit for your role. With the right preparation, your live role could be filled faster and with far greater certainty. Our main takeaway for a successful recruitment partnership is clarity around the process, realistic expectations with salary and timelines and most importantly trust and transparency with your recruitment partner.