One of the more interesting contradictions in the current market is that many employers are receiving very high application volumes, yet still finding it difficult to identify the right candidate for the role.
On the surface, that can seem surprising. If there are so many people applying, why does finding the right fit still take time?
The reality is that application volume and candidate alignment are not necessarily the same thing.
More Applications Doesn’t Always Mean More Suitable Candidates
Many employers are currently seeing large numbers of applications across a wide range of roles. In some cases, however, only a relatively small proportion of applicants genuinely align with what the position requires.
This can create the impression that recruitment should be easier than it actually is.
Reviewing high volumes of CVs takes time, and identifying the strongest candidates becomes more difficult when the overall response is broad rather than targeted.
The Gap Can Sit in Several Areas
One of the most common areas is salary.
In some situations, employers are looking for highly experienced candidates while working within salary ranges that no longer align comfortably with the market. Strong candidates, particularly those already employed, are often well remunerated and cautious about moving unless the opportunity clearly stacks up.
Experience expectations can also influence the process.
Employers may understandably want someone who can step into a role and contribute quickly, particularly where teams are already stretched. At the same time, highly specialised experience requirements can narrow the available candidate pool considerably, along with the current market salary for that level of experience.
Industry background is another area where flexibility sometimes becomes important. While some positions genuinely require direct sector experience, others may allow room for transferable skills and adjacent industry knowledge.
Candidate Behaviour Has Shifted
Candidate behaviour has also changed over the past couple of years.
While there are certainly people actively looking for work, many strong candidates remain cautious about making a move. Concerns around market conditions, business stability, and long-term fit mean candidates are often taking a more considered approach to change rather than moving quickly.
This means that attracting experienced, capable candidates still requires a strategic approach to defining the requirements of the role and a clear value proposition for that level of experience.
The “Perfect Candidate” Can Be Difficult to Define
One of the more useful discussions during a recruitment process is often around clarifying priorities.
Questions such as the following can help bring greater clarity to the search:
- Which requirements are essential?
- Where is there flexibility?
- What can realistically be learned on the job?
- Is industry experience more important than capability or attitude?
In many cases, the strongest long-term hires are not necessarily the people who tick every box on paper, but those who align well with the broader needs of the role and business.
Market Awareness Helps
A clear understanding of the current market can make a significant difference when setting expectations around recruitment.
The following factors all influence the quality and relevance of the candidate response:
- salary positioning
- availability of candidates
- competing opportunities
- and the overall attractiveness of the role
A Final Thought
There are still good candidates in the market, but attracting the right people often requires a balance between clarity, positioning, and realistic expectations. A well-defined role and a clear understanding of current market conditions can make a significant difference to the overall recruitment outcome.
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