Recruitment 2.0: How to Attract the Right People in 2025

Finding the right people for your business in 2025 isn’t just about posting a job and hoping for the best. The way people work, and what they expect from their employers has changed. Plus, new employment laws will make it even trickier to dismiss employees, so getting your recruitment process right is important now more than ever. Here’s how small business owners in the UK can rethink recruitment to attract the best talent and avoid costly mistakes. 

Write Job Ads That Speak to the Right Candidates 

• Your job advert is your first chance to impress potential candidates. It’s not just about listing responsibilities; it’s about selling the role. 
• Be clear and specific. Instead of vague phrases like “good salary,” say something like, “Starting salary of £30,000 with annual reviews.”  
• Showcase some flexibility. Mention if the role is hybrid, fully remote, or has flexible hours. And highlight your culture: A sentence about your company’s values or team vibe can make your ad stand out from the crowd. For example, “We’re a small, friendly team based in Kent, offering hybrid working and plenty of opportunities to grow with us.” 

Adapt to Hybrid and Remote Working 

Many candidates now expect flexibility. If you can offer it, make it clear. If your roles must be in-person, explain why. 

Tailor your approach by deciding upfront whether hybrid or remote work is an option. If it is, make sure you support your remote workers by having the tools and processes in place to ensure remote staff feel part of the team. Above all, be transparent. If flexible working isn’t an option, say so early to manage expectations. 

Consider Diversity, Equity, and Inclusion (DEI)  

Having a diverse team is good for business. It leads to better decisions, more creativity, and stronger customer connections. While DEI isn’t a legal requirement, the UK Equality Act 2010 requires you to treat people fairly and avoid discrimination based on things like age, race, and disability. 

To bring DEI into your recruitment process, try these simple steps: 

• Reach Out More: Advertise on job boards that focus on underrepresented groups. 
• Rethink Requirements: Does the role really need a degree, or can experience show someone’s ability? 
• Spot Bias: Use tools to check for language that might turn people away. 

By focusing on DEI, you’ll create a fair recruitment process, build a stronger team, and stay on the right side of the law. 

Focus on Skills, Not Just Experience 

More UK employers are valuing skills and attitude over traditional qualifications. 

• Ask for examples: During interviews, ask candidates to describe real-life situations where they solved problems or learned new skills. 
• Test practical abilities: A short task or work sample can tell you much more than a CV. 
• Consider apprenticeships: For certain roles, bringing someone on and training them from the ground up can pay off. 

Build a Strong Employer Brand 

When it comes to attracting the right candidates, your business personality matters. Share what makes your company special on platforms like LinkedIn, Instagram, or even at local networking events to give potential employees a feel for your culture. Encourage your happy employees to leave reviews on websites like Glassdoor or Indeed, as they can be your best advocates. Also, be upfront with candidates about key details like pay, expectations, and company culture. Honesty goes a long way in building trust and attracting candidates who align with your values. 

Prepare for Stricter Employment Laws 

With changes in UK employment law making it harder to dismiss employees, the importance of a solid recruitment process can’t be overstated. 

Take your time. Rushing through the recruitment process can lead to recruiting someone who isn’t the right fit, which could create costly problems down the line if dismissal becomes necessary. 

Screen thoroughly. Use interviews, skills tests, and reference checks to ensure the candidate meets your needs and expectations. 

Set clear expectations. From the job ad to the offer letter, make sure you clearly outline the role and what success looks like, so both you and the candidate are on the same page from the start. 

Use Data to Improve Recruitment 

Tracking your recruitment process can help you see what works and what doesn’t. 

Start by looking at the numbers. Track how many people apply for each role, how long it takes to hire someone, and which job boards or platforms bring in the best candidates. For example, if you’re getting high-quality applicants from LinkedIn but fewer from Indeed, it might be time to adjust where you post. 

Tweak your ads. If certain platforms or job descriptions aren’t delivering results, don’t be afraid to experiment. Maybe a clearer job title or a more detailed description about the company culture could attract more suitable candidates. 

Invest in tools. Free or affordable applicant tracking systems (ATS) can help keep everything organised, from reviewing resumes to scheduling interviews. Tools like Zoho Recruit or Workable can simplify the process, ensuring you don’t miss a great candidate. 

Retention Starts on Day One 

Recruitment doesn’t stop when the contract is signed. Keeping good people is just as important. 

• Be competitive: Offer fair pay, benefits, and career development opportunities. 
• Focus on culture: Create a workplace where people feel valued, whether it’s through regular check-ins or team lunches. 
• Make onboarding a priority: A great start can set the tone for a long-term relationship. 

Recruitment in 2025 is all about being thorough. From writing great job ads to prioritising diversity and making the most of technology, small changes can make a big difference. With stricter employment laws, it’s more important than ever to get your recruitment process right. And remember, recruiting doesn’t end when someone starts. Retaining great people is part of the recruitment process too. 

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