Being great at recruitment means combining cutting-edge insights with top-notch strategies. At Solutions Driven we’re constantly tweaking our approaches and monitoring our progress with intelligent data – in fact, we’d go so far as to say it’s now the backbone of our organisation. 

Through constantly measuring our activity, we know we have a spectacular 97% success rate when it comes to making the right hire the first time. But by taking a data-led approach, we also know when things aren’t looking so positive, and importantly, can take action. So, if you’re a HR or recruitment professional, or a company leader who’d like to know more about how we keep track of (and improve) our recruitment stats, read on. By doing so, we’re confident you can take steps towards improving your own recruitment data.

And for more in-depth advice, if you’ve not already downloaded our Hiring Trends whitepaper, remember to do so. We promise even more inspiration for taking your recruitment strategy to the next level.

Solutions Driven “Did you know?” Insights

Want to know more about the kind of challenges and opportunities you may face when it comes to recruiting? Here’s our pick of some of the most common that businesses like yours may come across when hiring.

1. There’s a decline in “fillability”
One of the clearest measures of change recently has been “fillability,” which has now decreased to 73% from 89% in 2020. This dip proves what many of us fear: that roles are getting harder to fill. And that’s probably because client expectations are increasing, and the hiring landscape is becoming ever-more scrutinised. 
The outcome is that businesses need to be more strategic than ever. So if you’re hiring, it’s crucial to think carefully about how you’re matching evolving job descriptions with great candidates – and keeping those success rates high!

2. There’s been a surge in confidential roles
We’ve seen the number of confidential roles nearly double – they’ve leapt from 18% in 2020 to 34% now. This trend is one we often see with restructuring and/or acquisitions; situations that need a lot more discretion than an average role. And if you’re a HR or recruitment professional, or a hiring manager, this means having to become much more guarded in the way you search for talent. Confidentiality is key!  

3. Salary bands are shifting
We’ve also seen a significant shift in salary expectations. 64% of offers now exceed initial salary projections, and that’s up from 43% in 2020. This tells us there’s a gap between average market rates and client budgets. And the knock-on effect is that we’re seeing companies reassessing their compensation strategies. Being able to offer competitive salaries is increasingly important for attracting and retaining the very best talent in a competitive marketplace.

4. There’s more emphasis on candidate engagement
Candidate engagement has long been hot on the lips of recruiters, but it’s also growing more complex. Did you know it now takes approximately six touchpoints for great candidates experience, as opposed to three and a half back in 2020? This shift suggests a growing emphasis on the suitability of a role, as well as personal fulfilment, and also work-life balance. Before, candidate attraction was often primarily centred around financial incentives. 
Want to stay at the top of the ever-expanding choice of employers for prospective employees? It’s important for recruitment professionals to create more engaging and personalised candidate journeys. 

5. More efficient hiring processes
It’s so important to streamline your hiring processes. Why? Because our stats have shown that when hiring teams are engaged and timelines are kept under eight and a half weeks, we achieve a massive 93% success rate in right-first-time hiring. 
Simplifying interview stages to less than three and a half, and completing the entire process within 18 working days, are both proven tactics. By sticking within these limits, you’ll significantly boost both your candidate retention and the number of offers accepted. Efficiency and responsiveness are key! 

6. Brand engagement challenges are common
It’s normal to experience challenges with brand recognition – especially when you consider that only 34% of candidates are aware of the brands represented. And just 38% are willing to engage at the first point of contact with a company.
So, it’s not you! Brand awareness, trust, and engagement all take time to develop. And an appealing employer value proposition (EVP) to attract candidates and make you stand out from the competition is essential.

7. Diversity in Hiring
Diversity in hiring practices have also undergone changes. We all know the benefits diversity brings but despite it being a top priority for organisations in recent years, there’s been a 30% drop in diversity requirements during scoping calls. 
Does this mean companies are struggling to strike a balance between operational/industry-specific demands and diversity objectives? Perhaps it’s time to revisit our diversity objectives to ensure we continue to attract and hire diverse teams. 

Solutions Driven’s Key Ingredients to “Right The First Time Hires”

Achieving the right hire the first time is both an art and a science. But at Solutions Driven, we’re confident we’ve identified seven key ingredients. They’ll almost double your success of hitting the proverbial nail on the head when it comes to your first attempt at hiring. 

Each element is a crucial role in refining a seamless recruitment process and making sure your choice is the best fit for both your organisation and the candidate.

1. A highly engaged hiring manager
Don’t underestimate the difference you can make by actively taking part in scoping calls. By doing so, you’ll ensure that the recruitment team fully understands the role, your company culture, any specific team dynamics, and so much more.
When hiring managers share their expectations clearly, the recruitment process becomes more targeted. The outcome is improved candidate fit and reduced time-to-hire.

2. Quick feedback 
Prompt, constructive feedback is super-important for maintaining momentum, not to mention keeping your candidates warm! It’s so easy for them to lose interest or accept an offer from a company who got there first, if you’re not quick enough to follow up.
Delays in providing feedback can lead to disengagement. But the simple way to avoid losing out on talent is to always keep things moving!  

3. Direct communication 
Direct, open communication between hiring managers and hiring partners encourages collaboration and alignment. Want to resolve misunderstandings or challenges instantly? Pick up the phone! 
Direct forms of communication (rather than emails, for instance) will help to quickly resolve any issues swiftly, ensuring everyone is on the same page.

4. Hiring manager/hiring partner trust
Trust between hiring managers and hiring partners is also essential! When hiring managers have confidence in their partners’ expertise and judgement, it ensures far smoother decision-making processes. Plus, it empowers hiring partners to act decisively and effectively when selecting candidates. 

5. Transparency with salaries
Transparency in salary discussions from the outset is always beneficial. It means misunderstandings are less likely and aligns candidate expectations with your company’s offerings. 
When you provide detailed salary information early in the process, you’re helping to manage expectations and also build trust. And that means you’re paving the way for simpler, more successful negotiations and higher offer acceptance rates.

6. A short interview process (< 18 Working Days)
Keeping your interview process streamlined, and completed in under 18 working days, can significantly reduce candidate dropout rates – while keeping engagement high. 
Having a concise and efficient process in place will not only enhance the candidate experience but will also allow the hiring team to make decisions faster. The result, of course, is you’ll pip your competitors to the post when it comes to securing top talent.

7. Market-aligned offers
Aligning offers with market expectations and your data from the start is critical if you want to secure the right candidates. We know that when offers reflect both the market conditions and a candidate is worth, it hugely simplifies negotiations and increases the chances of a candidate accepting your offer. Plus, it gets your ongoing relationship off to a great start.

As leaders in recruitment, Solutions Driven is confident our internal data has now become crucial in helping us to continuously improve. 

It’s allowed us to better understand our business and provide market-leading 12-month guarantees to our customers. And importantly, these factors help us to stand out as far more than just a hiring partner. We’re professionals who are totally committed to providing the very best tailored recruitment strategies to meet your organisation’s unique needs!

For a deeper dive into data and the hiring trends shaping the hiring world, download our 2024 Hiring Trends Whitepaper. Or, if you want to know more about how we’re a great recruitment partner for businesses like yours, simply contact our team today. We’re here to help transform your hiring process.