What Employers Should Be Reviewing in Their Hiring Process Right Now

 
Summer hiring, annual leave, seasonal demand and the approaching mid-year point all make July a useful time for employers to take stock of their recruitment process. For many businesses, this part of the year brings fresh hiring plans, changing team requirements and opportunities to review what is working well before the second half of the year begins.

Although UK vacancy levels have fallen, hiring still requires a considered approach. ONS figures show there were 2.5 unemployed people per vacancy in January to March 2026. While this may suggest more availability in the market, many employers are still looking closely at how they attract, engage and retain the right people.

That is why now is a good time for businesses to review whether their hiring process is clear, efficient and helping them connect with candidates who are the right fit.

Are your adverts asking enough of the right things?

Your adverts will be one of the very first introductions a candidate has to your business. If it is unspecific, wordy, lacking the pertinent information or stuffed full of buzz words; a candidate may just dismiss your role in favour of someone who provides what they need.

Most want to know the practicalities of a role before they even decide to apply, including (but not limited to) salary, working hours, company location, benefits, employment pattern and, most importantly, what the role entails on a day-to-day basis. Totaljobs research has shown that transparency and clarity are hugely valued by candidates during the hiring process, with a total of 37% expecting confirmation once their application has been made.

A clear and well-written job advert sets expectations early, helps suitable candidates feel confident in applying and reduces the likelihood of attracting people who are not the right fit for the role.

Are your advertisements asking for too much?

It is incredibly easy for a job description to be updated as time goes by. That little bit of experience gets added, then another skill is deemed necessary, and before long there are expectations that go beyond the practicalities of the role. That can be incredibly off-putting for a candidate who may not tick every box, but does have valuable transferable skills, the right attitude, and the ability to learn on the job.

CIPD research has found that 64% of employers who struggled to fill vacancies admitted to having difficulties attracting candidates, whilst 56% developed more talent internally over the previous year. It is not about asking less; it is about asking for what is necessary and understanding that not everyone will have every skill imaginable on day one.

Is your hiring process taking too long?

The chances of someone waiting around for one job are low. When the hiring process is dragging, unspecific, or fraught with delays; it is quite likely that any interest they previously showed will have waned or they will have already accepted a better, quicker offer.

Totaljobs found that 86% of jobseekers want screening, interview, and hiring decisions to take place within a week of applications. Obviously this is not a viable timeframe for all businesses. However, it demonstrates the massive shift in candidate expectation. It only takes a significant gap between application and interview or interview and feedback for the interest to vanish.

It is also worthwhile examining how many people are involved, who is making the decisions, and ensuring that the candidate is updated at every stage.

Are candidates being communicated with?

One of the simplest elements of the recruitment process is communication. It is also one of the easiest to neglect when staff are stretched thin. Every candidate wants to know what the status of their application is: is it in, what’s happening with it now, and when can they expect to hear back?

Poor communication leads to dropped out candidates, failed interview attendance or offer stages where the candidate has doubts about your business. CIPD research found that 27% of selected candidates fail to turn up on their first day. Communication right the way through the hiring process and past that first day makes a huge difference, particularly in a fast paced market or if the competition is hot.

Are you being honest about the role?

A quality hiring process should work two ways; your staff need to establish whether the candidate fits the role, and the candidate needs to feel that they have been given a true, and complete, picture of what is being offered.

This includes the good and the bad. For example, is it a high-pressure role? Physically demanding? Target driven or will the successful candidate be in a learning role with a steep curve?

There are benefits to filling a position fast; but there are far more long-term advantages to filling it truthfully, considering CIPD found 41% of employees who resigned in the first 12 weeks, did so due to unmet expectations. It gives all parties a better opportunity to make the correct decision.

Is temporary/flexible staff the right option for you?

Not all gaps in the work force require permanent recruitment from day one. Seasonal cover, project based work, sick cover, leave cover, and even unexpected changes within the business can place pressure on your current employees. By considering temporary/flexible staffing, many businesses will find the support required without over-committing.

Recent financial reporting shows that more employers than ever before are hiring temporary staff. This comes at a time when KPMG and REC data shows temporary placements in May 2026 rose while permanent recruitment continued to decrease.

In truth, temporary recruitment can be an invaluable tool to help manage demand and plan ahead at the same time.

Thrive Group: What we can do to help

Recruitment is a time consuming process. For many companies, this is another task in an already overwhelming schedule. From adverts, application screening, interviewing, offering positions to finalising offers, there is a huge amount to keep track of for a business internally.

At Thrive Group, we work to meet each employer’s specific requirements for recruitment. Whether you need temporary summer staff, seasonal cover or want to improve your entire permanent recruitment process, we have the expertise to help. We can remove much of the burden, connect you with the most suitable individuals, and take the pressure off when finding the right candidate for your business.

Want to learn more or work with us? Get in touch with the team today.