This article will focus on best practices that all hiring managers should take into consideration 2025.
As always, we expect the recruiting landscape to be very competitive in 2025 and thus hiring managers have to be armed with the latest trends in the market in order to secure top talent. Top talent will have choices. Here are a few things that our firm sees happening in the marketplace that will arm you with some strategy as a hiring manager in 2025.
Some of the best practices that we recommend to keep in mind are the following:
- Try to have your recruiting team secure four to five outstanding qualified candidates for each role, the keyword here is qualified. Your recruiter must know the industry and the position in order to ask the right questions. So, if there is any specific needs that you desire, make sure they are aware of your specific qualifiers upfront.
- As the hiring manager you have to be committed to the search. What we mean by that is that you have to drive the search within your own organization, you have to make sure that interviewers are plugged in and ready to go when the candidate is available. A familiar phrase in our office is that time kills all deals and that is so appropriate as we head into 2025. Hiring managers must react with speed. Be prepared to make your search a priority.
- You must have a realistic compensation package approved before starting the search. Therefore, you need to talk within your company, with vendors and use any data analytics available in the marketplace to be sure that your total compensation package is competitive and approved by leadership. Otherwise, your recruitment team is wasting not only their time but there candidates time if you were not going to be able to meet the market demand on compensation.
- Streamline your interview process. What we mean by that is make sure all interviewers within your company are able to interview the candidate in a timely manner. We see best practices as having an initial screening interview over TEAMS/Zoom and then bring in the candidate into the office for a round robin, multiple interview ,multiple hour scenario. Typically, we see offers being placed upon the finalist within three interviews.
- Benefits: this has become a major selling point to candidates. Make sure you have a to the point benefit outline which includes premiums for candidates to view as part of the offer, and make sure HR is readily available to review those benefits with the candidate. We see benefits as a major sticking point to success.
- Sign on bonus: especially in the months of January and February, recruitment of top talent can sometimes be difficult, the reasoning is because candidates are in line to receive their prior year bonus in the months of January and February of the following year. Thus, candidates don’t want to leave behind bonus money that they have earned . One way to bridge that gap is via a sign on bonus. We see most companies depending on positions, giving some sort of sign on bonus to ease the candidates pain
- Selling of the company culture and the position are critical. Candidates in 2025 are not only looking at the financial parameters of the offer but they are keenly focused on who their boss will be and that individual’s style and the culture of the company. Therefore, we suggest the need to show the candidate what the company is all about beyond just trying to sell the position itself. Have a copy of your newsletter, showcase company events online, especially anything that includes families of the employees.
- Career path: regardless of the position or stature within the company , candidates in 2025 will want to know their career path projection within the department and the company as a whole. Be prepared to paint a picture of where that person can be three to five years out, give examples of star performers’ success.
- Additional benefits: Is your company doing anything beyond the traditional benefits? Are you doing anything for daycare, extra time off, tuition reimbursement etc, really need to exploit these additional benefits as part of any offer.
- Timeline: we highly recommend dating the offer, meaning have a deadline that the offer expires on every offer. This will create urgency and move the candidate quickly to a yes or no decision. We suggest placing offers on candidates on a Thursday and look for a response by Monday end the day.
These are just a few of the key points that we feel in 2025 have to be considered by the hiring manager. We see a continued battle for top talent and the company that can execute on the topics above have a clear advantage to securing the top talent from their competitors.
To discuss these and other recruiting challenges, feel free to contact:
John Salvadore
GRN Coastal
Managing partner
jsalvadore@grncoastal.com
508-479-3137 cell
508-589-6022 office
previous posts
https://grncoastalrecruiters.com/the-future-of-wholesale-distribution-top-trends-for-2025/
https://grncoastalrecruiters.com/retention-strategies-for-2025/
