The job market has changed a lot over the past couple of years. Of course, it’s still vitally important to get the right person for the job, but the recruitment process is much quicker than it has been, as Rob Shaw, managing director of Rotherham based recruitment consultancy Glu Recruit, explains.

Start at the end

The candidate market is moving fast. There are fewer active jobseekers on the market at present, which creates a greater demand from employers who are making employment offers soon after the first interview.

Before you release that job advert, pick a desired start date for your new recruit and work back by six weeks – this will enable you to act fast when you find the right person.

But don’t jump the gun – you will need to make sure you have everything in place in the background. Are your offer letters and employment contracts up to date? Have you decided on the work model? Hybrid or remote working is here to stay.

Back to the beginning

It’s just as important for you as an employer to sell your organisation to a job seeker as it is for them to impress you. Today’s candidates are not simply all about salary, they want to know about your culture, flexibility, fit and progression opportunities.

So, don’t just re-use an old job spec. Take a fresh look at it and improve it. In today’s digital world, you could include video or image-led content to give applicants a behind the scenes look at your organisation. Consider using employee quotes or testimonials on how much they love working there, tell them about any awards you have won, and don’t forget the all-important benefits package. Whatever makes you stand out as an employer, be proud and shout about it.


Job seekers are more likely to apply for a job if it states the salary as they don’t want to waste their time (or yours) applying for something significantly below, or too far above their current pay grade.

As an employer, you also need to make sure you are compliant with all the latest wage laws. The National Minimum Wage and National Living Wage both went up in April, so if you are offering at this level make sure you are up to speed with these changes.

If you are unsure where to pitch your salary, we have a useful ‘value your vacancy’ tool on our website to help provide an accurate valuation for over 150 jobs across our specialist areas of recruitment.

The interview process

Are you considering internal applicants as well as external? If so, why not open the vacancy to existing staff first – your ideal candidate might be right under your nose.

As for the interview, plan for who is going to be involved in the process.  What structure will the interviews take? What type of interview do you plan to hold?

First stage interviews could be done via Teams or Zoom to cleanse your shortlist, with a more formal in-person interview to follow. Will you be asking for tasks to be completed? If so, make sure you give your candidates clear instructions and time to prepare.

Working with a recruitment consultancy like Glu Recruit can help speed up the process. We can take away all the leg work to make sure you only see the right candidates, as well as handling offers and further negotiations on your behalf.

Drop us a line on 0114 321 1873 or and we will be available at every step of the process!