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January 6, 2025
When the job market becomes more competitive, this means there are more vacancies than there are people to fill them. In some sectors, this comes down to a lack of skills and experience rather than a lack of people to fill the roles. Those looking for top-tier executive talent might find that – although there are plenty of people looking for jobs – the number of qualified candidates is disproportionately low.
Executive hiring will always be a challenge, as this is the highest level of management within an organisation. You don’t necessarily want to roll the dice with someone who might be able to pick it up as they go along. Hiring managers are looking for a unique blend of experience, drive and innovation to help contribute to a highly effective C suite.
With this in mind, it’s vital for organisations to position themselves in the right way in order to attract top tier talent. And the way to achieve this doesn’t always have to be through digging deeper into your pockets to offer a larger pay packet.
Although salary will be important to C suite executives, we are increasingly seeing individuals prioritising more than just their monthly remuneration. Here’s how you can stand out in a competitive job market to position yourself as the ideal choice for the best talent.
Employee brands attract interest from prospective workers, even when there are no vacancies listed. These types of companies are known for their above average treatment of workers, and they achieve this through a number of methods.
You might rely on employee advocacy; by keeping your current employees happy, you can be confident they’ll do the talking for you. You can also shout about your achievements and why you’re different. Revamping the employment section of your website is a great place to start.
Be clear about your company mission and what you stand for. This should be communicated throughout your website and hiring materials. You should also find ways to share your company culture, which could be through video, images and written content.
If there’s one thing that will deter a good candidate it’s a long and drawn out recruitment process. We know that the best candidates don’t stick around for long, so be clear and intentional in your recruitment plans.
This means having a transparent recruitment process, being open about the stages, and not holding up the process with unnecessary review periods. When you want to fill a vacancy, move forward with intention and don’t keep candidates waiting around for long.
You don’t have to rush the process and make decisions quickly just for the sake of it. After all, this could lead to poor decision making. Instead, look for ways to streamline your recruitment processes to avoid any unnecessary waiting. In many cases, simply taking an open and transparent approach will help to keep interested individuals on board while you make a final decision.
You might be thinking: we’re hiring C suite executives here, why would they need ongoing training and development? The fact is that you always want to hire individuals with a personal interest in development and learning.
These employees are the most engaged and show dedication in their roles. There is something to be said for an employee being self-aware enough to know that there will always be more they can learn.
When you prioritise employee development across the whole company, you also set the right tone. Top tier executive talent will feel empowered joining a company where every employee is encouraged to learn and develop. It means that the work of inspiring growth will be done for them, and they can enjoy the benefits of working with a highly engaged workforce.
Finding top-tier executive talent is only one part of the puzzle. Once you find these workers, you need to do everything you can to keep them happy and encourage them to want to stay with your organisation.
There are many ways to increase employee retention, and it isn’t always about offering more money than your competitors. The fact is that most people would rather be paid less to work for a company they love than to be paid more for a job they only tolerate.
Employee retention often starts with listening to your employees and finding out what can be done to make their roles easier and to allow them to become the most productive they can be. In the C suite, this often means empowering everyone to feel like they can truly make decisions that will be respected and implemented.
Autonomy over how they run their department will also be essential – provided it is within the parameters of your company values.
Keeping one eye on your competitors will help to ensure you don’t fall behind. This doesn’t mean you have to copy everything they do, but being aware of their hiring trends and current employment offers will help to avoid your top talent from being poached while you aren’t looking.
Head hunting will always be a part of the sector, particularly when you know you’ve found top tier talent. By being aware of what they might offer, you can be proactive in keeping your employees happy and this should help to ward off any attempts to swipe your best workers.
Attracting and retaining top-tier talent is about so much more than just offering more money than your competitors. For many workers, the pay is only a small part of the decision making. Provided you’re offering a competitive salary, then workers will want to know that you are also interested in ensuring their time with your company is enjoyable and valuable.
Don’t worry about investing in employees only to have them leave. It’s far better than not investing in your employees and having them stick around. The former will set you on a path to growth while the latter will only lead to stagnation.
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