ETP’s Top Tips for Hiring Managers to Attract Top Candidates
Many employers still approach recruitment as a one-sided process, believing the candidate needs the job, and it’s the candidate’s responsibility to impress. But in today’s market, top talent has options.
At ETP, we’ve had the privilege of placing exceptional professionals in leading organisations across multiple industries. And we’ve also seen employers unintentionally lose out on high-calibre candidates—not because the role wasn’t right, but because the hiring process wasn’t competitive enough.
To help you avoid this, we’ve created a Cheat Sheet for Hiring Managers: a practical guide to ensuring your organisation not only attracts but secures the exceptional candidates that every company is after.
This is your roadmap to winning the war for talent.
1. Treat Recruitment Like Marketing, Not Admin
Top talent chooses employers the way customers choose brands.
Craft compelling messaging around:
- Why your team matters
- What problems the role solves
- Growth opportunities
- Culture & impact
Sell the vision, not just the job.
2. Speed Is a Competitive Advantage
The best candidates leave the market within 10–14 days.
To avoid losing them:
- Shortlist fast
- Reduce delays
- Keep interview rounds tight
- Give quick feedback
Slow hiring = losing talent to faster, hungrier competitors.
3. Create a Premium Candidate Experience
Small details matter:
- Warm, personalised communication
- Clear timelines
- Respectful, efficient interviews
- A smooth assessment process
- Zero “ghosting”
Candidates talk. Great experiences build your employer brand.
4. Showcase the Role’s Real Impact
Top performers want meaning, not tasks.
Explain:
- How their work will shape the business
- What exciting projects they’ll own
- The problems only they can solve
- The future they can help build
Impact attracts leaders; tasks attract jobseekers.
5. Sell Development & Growth
The best candidates are growth-driven.
Highlight:
- Mentorship
- Progression pathways
- Available training
- Upskilling opportunities
- Exposure to senior leadership
Make it clear: “You won’t stagnate here.”
6. Be Flexible—Top Talent Expects It
Flexibility matters more than salary for many high performers.
Consider:
- Hybrid or remote work options
- Flexible hours
- Project-based autonomy
Rigid companies repel modern talent.
7. Write Job Descriptions That Inspire, Not Intimidate
Avoid copy-paste, generic job ads.
Ensure your descriptions:
- Speak to the candidate’s ambitions
- Focus on outcomes, not task lists
- Remove unrealistic requirements
- Highlight what makes your team special
Job ads are your first impression—make them strong.
8. Involve Your Best Employees in the Process
Candidates feel more excited hearing from real team members.
Try:
- Peer interviews
- “Day in the life” insights
- Meet-the-team conversations
Authenticity builds trust.
9. Know the Market—and Adjust Your Offer
Top talent expects competitive:
- Salaries
- Benefits
- Culture
- Work-life balance
- Leadership quality
Use salary benchmarks and market data (like your ETP tool!) to stay competitive.
10. Communicate Strength, Stability & Vision
Top-tier candidates join organisations with:
- Direction
- Strong leadership
- Clear mission
- Solid values
- Long-term strategy
Sell the future.
11. Don’t Overcomplicate Interviews
Top talent hates:
- 5+ interview rounds
- Homework-style tasks
- Duplicate interviews
Keep it simple, respectful, and value-driven.
- Build a Relationship, Not a Transaction
Talent remembers managers who:
- Listen
- Show excitement
- Treat them as partners
- Follow through
Hiring is a long-term relationship builder not a checkbox exercise.
