In a market where high performers are in short supply, and often spoilt for choice, the ability to attract and secure top talent is becoming a defining factor in long-term business success. For leadership and specialist roles in particular, the stakes are higher, and the competition fiercer.
Yet many businesses are still relying on outdated hiring models. Processes are slow, decisions are subjective, and too often, recruitment is reactive rather than strategic.
The result? Prolonged vacancies, rising costs, poor cultural fit, and high turnover.
If any of that sounds familiar, it might be time to rethink how you're approaching the talent market.
In highly competitive industries like chemicals, pharma, and ingredients, attracting top-tier candidates takes more than just a job advert and a standard interview.
Here are three of the most common issues holding companies back:
Lack of Differentiation: Top candidates are being approached by multiple employers. If your offer doesn’t stand out, they’ll move on.
Lengthy Hiring Cycles: Decision-making delays can result in losing the best candidates to faster-moving competitors.
Poor Candidate Experience: Unclear communication, inconsistent interview formats, and unstructured processes all contribute to a negative perception of your business.
In short: the war for talent isn’t just about who you want to hire, it's about whether they want to join you.
Attracting exceptional candidates today means putting forward a compelling proposition backed by a robust and intelligent hiring process.
Here’s how leading organisations are standing out:
One leading company in the chemicals sector used this strategic approach to improve their time-to-hire by more than 40% and boost leadership retention rates by almost 20% within just six months.
The difference? A focus on process, behavioural alignment, and candidate engagement, rather than simply trying to hire quickly.
In a talent-driven economy, salary alone won’t win the race. Top candidates want purpose, progression, alignment, and a hiring experience that reflects your company’s professionalism and values.
To consistently attract the best in your sector, your recruitment strategy needs to evolve. With the right process in place, you can not only compete for top-tier talent, but actually win them over and retain them for the long haul.