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How to Attract the Best Talent: 6 Tips for Recruitment Campaigns in the Post-Covid World

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During the Covid pandemic over the past couple of years, the world has become more connected than ever before.

With this increased connectivity comes a new way to work - remotely. As a result, remote work is on the rise, and there are many benefits to it that can't be ignored by companies who want to attract top talent. Indeed, the post-Covid landscape has altered many people's views of their requirements from an employer.

To attract the very best people to your business, you have to start by understanding how they think, what they need, and what will make them want to apply for your job listing or career opportunity. In this article, we will talk about how you can create an effective recruitment campaign to find the best applicant for any position.

Tip #01:Creating a Candidate Persona

The first step in any effective recruitment campaign is understanding your target audience. Just as you would create an ideal customer persona for a marketing campaign, you need to consider what type of candidate will be the best fit for your company culture and goals. This means thinking about their skill set, education, industry experience, interests, and personality. 

Next, you should think about their current situation. Where are they working at the moment? What is their job title? What are their frustrations in their role, or do they have aspirations they're unlikely to fulfil in their current company? Once you have a good understanding of your target persona, you can start creating a plan around attracting them.

Tip #02: Creating a Marketing Plan Around Attracting That Specific Person

To create an effective marketing plan, you need to target your audience with the right message at the right time. This means considering where your likely candidate hangs out online. Of course, it will be on LinkedIn in a professional environment, but it's also worth considering other platforms depending on your company's demographics. For example, creating an eye-catching post for Instagram or Facebook may be beneficial if you generate plenty of visual online content.

Tip #03: Professional Advert Writing That Isn't a Job Spec

When writing your advert, it's important to avoid sounding like you're just listing the job requirements. The best way to do this is to think about the kind of person you want to attract and write from their perspective. This is where your candidate persona comes into play. 

Start by considering what that person wants and needs from a job. What are their motivations? What kind of company culture do they want? How vital are salary and benefits to them? Once you have a good idea, you can directly tailor your ad to appeal to them.

Writing a job advert isn't easy and takes time to perfect, so it's worth employing the services of a professional copywriter if you can afford it. They will help you create a creative advert that sells the position and the company culture in a way that will appeal to your target audience.

Tip #04: Changing Mindset

Before embarking on a recruitment campaign, you must understand the current candidate market. Top-performing staff are in high demand, and companies are no longer in a position of power when it comes to hiring. As a result, the days of posting a job spec and expecting candidates to flood in are long gone - you now have to be proactive and go out there and find the best talent yourself.

As such, hiring companies should acknowledge that they compete for talent precisely the same way they compete for business. If you're not prepared to market and sell your company, it sends a negative message about the available opportunities, and candidates will respond accordingly.

Tip #05: Increasing Speed of Process

One common complaint from candidates is the length of time a hiring process can take. Some companies will have a lengthy, detailed recruitment process with multiple stages and tests, which leaves candidates feeling put through the mill.

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Another candidate gripe is the speed of communication. When they submit an application or attend an interview, they expect prompt and detailed feedback. Poor communication can leave them hanging, never knowing what's next or if they are still in the running for a role. If they aren't successful, they must understand why so they can take that experience into future interviews.

If you plan to have multiple stages to your recruitment campaign, candidates will naturally favour other companies with a more streamlined approach. Therefore, having a more efficient process will help your business save time and money on the road to hiring new talent, so it's worth considering.

Tip #06: Having Realistic Expectations

If you've produced a detailed job specification, the tendency is to grade every candidate on how many of your requirements they meet. However, this can frequently be unattainable, and applicants will inevitably feel as if they've failed before they've even begun. Keep in mind that a great applicant may not have all of the boxes checked; therefore, make your expectations reasonable - what are the top three critical features they must be able to demonstrate. 

If you have a candidate whose personality, values, and experience are a perfect match for your business, don't reject them outright if they lack a particular skill that you could train. Instead, consider how you might accommodate their strengths while helping them develop the skills they need to succeed in your organisation.


Creating and executing an effective recruitment campaign is a complex and time-consuming task. However, by setting realistic expectations and being mindful of your ideal candidate's personality and values, you can make the process much more manageable. 

Companies frequently complain of a lack of available talent. However, the reality is that excellent people are out there. You just have to make them want to work for you. 

About Martin Veasey Talent Solutions 

The Secret to your Success is Hiring Exceptional Talent.  Our talent is helping you find it. 

  • A 35-year track record successfully recruiting for blue-chip and SME businesses both in the UK and Internationally. 
  • Essentially, we match exceptional talent with excellent jobs.  In addition, we have a reputation for proactively finding and placing hard to reach talent into our clients’ businesses.  
  • Martin Veasey Talent Solutions has unique expertise in hiring managerial, professional, technical, functional specialists and senior executive roles, including complete teams both in the UK and internationally. 
  • We place a strong emphasis on developing partnerships that enable us to get to know your business objectives, challenges, and specific requirements.   
  • We then create a tailored campaign that delivers the best talent to add value and become an integral part of your business growth and success. 
  • We have invested in State of Art recruitment technology to ensure that we can always source the best talent, both passive and active, for our clients’ key roles.   
  • Our Recruitment Solutions division is complemented by our Talent Management Solutions division, which offers talent strategy planning, psychometric testing and executive coaching. 

Business Sectors: Board & Senior, Supply Chain & Logistics, Purchasing, Manufacturing & Engineering, FMCG & Retail, Pharma & Life Sciences, Sales & Marketing, Human Resources, Construction & Civils, Interim Executives

So, if you are looking to work with a highly accomplished recruiting partner, please call us on 00 44 (0)1905 381320 or get in contact today.


Intrigued? Let’s talk

To find out how our tried, tested and trusted insight and innovation can deliver you the brightest sales and marketingtalent call
01905 814199 or email

I am highly recommending any candidates to work with Martin Veasey Talent Solutions, as they understand the candidate career objectives and match the skills required with the desired employer.