How to Smash Your Competition by Hiring the Best – On Time, Every Time

Let’s face it—finding great talent can feel like a battle. In over 20 years as an executive recruiter, I’ve seen it all: companies that get it right and build all-star teams, and others that constantly struggle to attract the people they need.

The reality? Many organisations are still using outdated recruitment practices, missing out on top talent simply because they haven’t adapted. If you’re competing for the best, you need to rethink how you’re positioning yourself—and fast.

It’s frustrating, isn’t it? You’ve got big plans and need the right people to make them happen, but the recruitment process feels clunky, slow, or ineffective. Candidates ghost, ads don’t attract the right calibre of applicants, and you wonder if the problem lies with the process, the team, or something bigger.

If you’ve been there, you’re not alone. But here’s the good news—it doesn’t have to be this way.

To hire the best and stay ahead of your competitors, you need a recruitment strategy that works in today’s market. That means:

1. Making your organisation stand out as a fantastic place to work.
2. Uplifting your internal recruitment team to be proactive and professional.
3. Knowing when to call in the headhunters for those hard-to-fill, game-changing roles.

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Here are three practical steps you can take right now to dramatically improve your recruitment outcomes:

1. Make Your Employer Brand Shine

1. Think of your website and LinkedIn presence as a shopfront for talent—not just customers. Are you highlighting what makes your company a great place to work? Testimonials, team stories, and exciting projects can all showcase your culture.
2. Polish up the LinkedIn profiles of your leadership team. People don’t just join companies; they join leaders. Make sure your executives’ profiles show why they’re worth working for.

1. Revamp Your Recruitment Practices

1. Get the brief right. Make sure your recruiters fully understand what success looks like in the role they’re hiring for—it’s amazing how often this gets overlooked.
2. Be accessible. Include a recruiter’s name and phone number on every job ad. It’s simple, but it can make a world of difference in attracting candidates who want to ask questions before applying.
3. Respect your candidates. Follow up quickly and professionally. Candidates want to feel valued, not like they’re shouting into the void. Even a polite rejection leaves a better impression than silence.

1. Use Headhunters Wisely

Let’s be real—your best candidates probably aren’t job-hunting. They’re already excelling in roles where they feel valued. That’s where headhunting comes in. A skilled recruiter can approach these people confidentially and professionally, opening up opportunities your in-house team might never access.

If you’re worried about cost, there are hybrid solutions that work collaboratively with your recruitment team while staying budget-friendly. Explore those options—they’re worth it for the critical roles.

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Here’s the bottom line: great talent isn’t just going to fall into your lap. But with the right focus and approach, you can attract and retain the people who’ll take your business to the next level.

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If you’re ready to modernise your recruitment strategy and win the “war for talent," let’s chat.

Visit areteexecutive.com.au for more insights or get in touch directly 0403 588 517.

Here’s to smashing the competition—by hiring the best in 2025!

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Warm regards, Richard Triggs