By Tim Smith, Executive Partner, Stratfield Consulting

You’ve built a great company. Your leadership is solid, you’re utilizing the latest technology, and your compensation packages are competitive. Yet, despite having a lot to offer, that critical position on your team remains unfilled. Why is that?

Many of the best candidates have current roles and are hesitant to make a move. They’re selective about opportunities and often choose roles where they feel valued and excited about the potential impact they can make. To ensure your company can convince top talent to make a move, you need more than great pay and perks—you need a hiring process that wins hearts and minds. Here’s how to refine your approach and secure the talent you need to drive your business forward.

1. Make Candidates Feel Wanted

The number one reason candidates choose one role over another isn’t always about compensation or benefits—it’s about feeling valued. From the initial phone screen to the final interview, every interaction should demonstrate genuine interest and respect for the candidate’s time, skills, and potential.

Are your interviewers prepared and engaged? Do you follow up promptly after interviews? Is the process professional, personable, and organized?

Candidates talk, and their experience with your process shapes your reputation in the market. Create an environment where candidates feel like more than just another résumé—they feel like a critical part of your company’s future.

2. Streamline and Personalize Your Process

A lengthy or unclear hiring process is a deal-breaker for many candidates. From the outset, provide a clear roadmap of the steps involved, the expected timeline, and the purpose behind each stage. Transparency reduces frustration and uncertainty, while personalized interactions—like tailoring questions to a candidate’s background—show that you’ve done your homework.

Be mindful of how you communicate the role’s challenges, not just its opportunities. Candidates appreciate honesty about the good, the bad, and the ugly—it builds trust and helps them make informed decisions. By being upfront, you’ll attract candidates who are genuinely excited to tackle the role.

3. Understand What Motivates Your Candidates

Don’t assume you know what drives a candidate’s decision to accept an offer. While compensation is important, factors like career growth, work-life balance, and meaningful work often outweigh a paycheck. Take the time to ask candidates about their goals and what they’re looking for in their next role. Then, when it’s time to make an offer, connect the dots between the opportunity and their personal motivations.

4. Rethink How You Screen and Evaluate

Your requirements checklist shouldn’t just be a tool for disqualifying candidates—it should guide a balanced evaluation of how a candidate might contribute to your organization. Challenge interviewers to look beyond the résumé and consider how a candidate’s skills and potential align with broader business needs.

Finally, ensure your recruiting team understands the difference between “must-haves” and “nice-to-haves” in terms of skills and experience. Misaligned expectations can turn away qualified candidates and extend the hiring process unnecessarily.

5. The Final Touch: Follow-Up and Relationship Building

Following up promptly and thoughtfully is critical, even if a candidate isn’t moving forward. A brief email or phone call shows respect and keeps the door open for future opportunities. Building a pipeline of talent requires proactive engagement and long-term relationship-building, not just transactional interactions during active searches.

The Bottom Line

The war for talent is real, but you can win it. By refining your hiring process to make it more clear, personal, and candidate-focused, you’ll not only fill your critical roles but also position your company as a desirable place to work.

How will you improve your hiring process to attract the best talent? Let’s continue the conversation—share your thoughts and ideas below.