I see it all the time: companies that say they desperately need top talent but move at the speed of a sleepy sloth when it comes to actually hiring them. They want the elusive “purple squirrel”—that unicorn candidate who can code in 15 languages, negotiate like a diplomat, and make a mean cup of coffee—but when that rare gem appears, they stall.

A month-long delay to schedule an interview? 🙄 No clear career growth path? Rigid, old-school work policies that make zero room for, well, life? It’s no wonder these top candidates ghost you faster than a dodgy Tinder date.

Yes, talent attraction can feel like a battleground. The best candidates know they have options, and they’re often juggling multiple offers. So, every single interaction with your company matters. If you’re not standing out for the right reasons, you’re just making it easier for your competitors to swoop in and steal your dream hires.

So, how do you know if your hiring strategy is actually working? Below, I’ve pulled together 10 make-or-break questions to help you level up your game. Let’s dive in! 🚀

1. Do You Prioritise Speed in Your Hiring Process? ⏰

I cannot count how many times I’ve introduced an A++ candidate to a company, only for them to say, “We’ll look at interviews next month.” Next month?! Meanwhile, another company spots the same unicorn, rolls out the red carpet, and makes an offer before you’ve even finished your coffee.

Why speed matters:

• Candidates have choices. If you take too long, you’ll lose them. It’s that simple.
• Momentum builds excitement. A slick process shows enthusiasm. A clunky one? Not so much.

🔎 Reality check: If your hiring process moves slower than my Wi-Fi on a stormy day, it’s time to streamline.

2. Are You Making Every Interview a Memorable Experience? 🎭

Let’s be real—most interviews are boring. Same generic questions, same robotic responses. If you’re not making interviews engaging, you’re doing it wrong.

🔥 Quick fixes:
✅ Turn interviews into real conversations, not interrogations.
✅ Give candidates a sneak peek into your team culture.
✅ Show them why your company is the best place to grow.

I’ve had candidates turn down higher-paying roles because they simply liked one company’s vibe better. First impressions matter—big time!

3. Have You Streamlined Your Interview Process? 🏁

Yes, hiring is important. No, you do not need five rounds of interviews with a dozen stakeholders.

💡 Pro tip: Keep it tight. Two to three rounds, max. If you can’t decide after that, the problem isn’t the candidate—it’s your process.

4. Does Your Employer Brand Have Magnetic Pull? 🌟

Talented people stalk your company before applying. If your Glassdoor reviews look like a horror movie, or your LinkedIn is a ghost town, you’re already losing the battle.

🚀 Easy wins:
✅ Showcase real employees (ditch the stock photos, please).
✅ Share authentic stories—not corporate fluff.
✅ Be active where talent actually hangs out.

Your brand is your silent recruiter—make sure it’s working for you, not against you.

This is a great Podcast to listen to if you want to learn more about Branding in Recruitment.

5. Are You Showcasing Thought Leaders on Your Team? 🧠

Want to attract top-tier talent? Let your experts shine.

🎤 Action plan:

• Encourage leaders to write, speak, and share insights.
• Promote internal success stories.
• Let candidates see who they’ll be learning from.

People don’t just join companies—they join people. Make sure your best people are visible.

6. Does Your Workplace Actually Excite People? 🏢

No one’s expecting Google-level slides and free sushi, but if your office (or remote setup) feels like a 1990s call centre, we have a problem.

💻 Fix it fast:
✅ Embrace remote/hybrid work (it’s 2025, not 2005).
✅ Ensure your space is welcoming—whether physical or virtual.
✅ Give candidates a reason to want to work there.

7. Are You Clearly Mapping Out Career Growth? 📈

If a candidate asks, “Where can I go in this company?” and your response is “Uh… let’s see,” you’ve already lost them.

💡 How to win:

• Show real career growth stories.
• Have a clear roadmap for progression.
• Invest in learning and development (and actually talk about it).

8. Are You Building a Culture of Respect and Value? ❤️

Candidates can sniff out toxic workplaces a mile away. If your Glassdoor is littered with complaints, your best talent is already walking away.

🔎 Ask yourself:

• Do employees feel valued, or just like a number?
• Is leadership approachable and transparent?
• Does your culture actually support work-life balance?

Fixing culture isn’t a quick hack—it’s a long game. But trust me, it pays off.

9. Do You Treat Candidates Like Humans (Not Transactions)? 🤝

I don’t know who needs to hear this, but ghosting candidates is NOT a strategy.

🚫 Big no-no’s:

• Vanishing after an interview.
• Failing to provide feedback.
• Making candidates jump through endless hoops for no reason.

Instead, aim for clear, respectful, and timely communication. It’s basic, but so many companies get it wrong.

This is so important to me that I have dedicated a whole course to us Recruiters being more Human – check out Course 1 in my Online Academy for more info.

10. Are You Confidently Communicating Your EVP? 📣

Your Employer Value Proposition (EVP) is basically your sales pitch to candidates. If you can’t answer “Why should someone join your company?” in two sentences, you need to rethink it.

🔎 Key elements:
✅ Vision: Where is the company headed?
✅ Culture: What’s it really like to work there?
✅ Perks: Beyond the salary—what makes you unique?

Bringing It All Together 🌈

If you’ve made it this far, congratulations! 🎉 You’re already ahead of most companies that think they have a great hiring process but actually don’t.

Talent attraction is a game of perception, speed, and authenticity. The companies that win? They move fast, stay real, and treat candidates like gold.

So, be honest—where does your hiring process need a glow-up? If you’re not sure where to start, let’s chat. (Find me here) I’ve seen it all (the good, the bad, and the downright ugly), and I’d love to help you turn things around.

Oh, and if you nail this? Even those elusive purple squirrels might just decide to call your company home. 🐿️✨

👉 Ready to revamp your hiring strategy? Let’s connect. before you are replaced by AI….