Picture this:
You’re on application number 100, still without the right match, or your recent hire is nothing like what you thought they’d be at the interview. And let’s not forget the frustration when your preferred candidate rejects your offer to join.
Sounds familiar?
That’s because it is. And it’s not only you. A lot of employers are exactly in the same boat.
But this isn’t just bad luck—it’s a sign that something needs to change in how we approach hiring.
The job market is competitive, with skills shortages and high employment, and 69% of employers in the EY Malta 2024 Attractiveness Survey reported struggling to find the specialised skills they need, with nearly half increasing salaries to attract candidates.
But these numbers suggest a deeper issue: recruitment practices that don’t resonate with today’s talent.
The truth is that there’s no quick fix for changing this. So, if you were hoping that this article will give you a quick fix solution, you will be disappointed.
But, if you want to explore an approach that resonates with today’s talent and improves your chances of hiring the right people, then keep reading.
The Transactional Problem
Let’s be honest: if your hiring process feels impersonal, it likely is.
Using job descriptions as job adverts, using templated interview questions, or relying on generic phrases like “work-life balance” do NOT resonate with candidates.
When hiring feels like a transaction, candidates feel like they’re just filling a role, not joining a team.
Ask yourself:
- Do you use job descriptions as job adverts?
- Are interviews just a list of scripted questions?
- Does your process focus solely on job requirements rather than on the person and their career goals?
If you answered “yes” to any of these, you might be inadvertently pushing great candidates away.
A process like this won’t communicate purpose or engage candidates , meaning they’re more likely to leave when they find a company that does.
From Job-Filling to Career-Building
Hiring for careers, not just jobs, means building a process that shows people how they fit into your organisation’s bigger picture.
Here’s how we help companies transform their recruitment process:
- Enhanced Job Descriptions Go beyond listing tasks. An accountant knows what an accountant does. What they might not know is how their role contributes to the organisation’s goals and strategy, what exactly are they expected to achieve, what are the team’s strengths and weaknesses, what value will they get out of those and what value they can bring to that. Show them this role is about impact, not just daily tasks.
- Targeted Job Advertising Understand what your ideal candidates are looking for. Speak to their motivations in the ad—what do they stand to gain by applying? Make the ad a first engagement, not just an announcement.
- Career-Focused Interviews Focus on expectations and compatibility—not just credentials—and create an authentic dialogue. This creates alignment from the start, which is key for retention.
A Better Recruitment Experience = Better Retention
By showing people from day one that they matter as individuals—not just as job holders—you create a foundation for long-term engagement and retention.
And in a competitive talent market, that’s the advantage that will set your company apart.
If you are ready to make a meaningful change in your recruitment process, reach out, and let’s talk about it.
Article written by Fran Moisa , Founder & Head-hunter at FM Search.
This is an informative article and does not constitute professional advice.
