Recruiting in the Age of the Candidate

Competition for Top Talent

SMEs often compete with larger corporations that offer higher salaries, better benefits, and brand prestige. Start-ups and smaller businesses struggle to differentiate themselves as employers of choice.

Misaligned Hiring Practices

Poorly defined job roles or unclear expectations can lead to hiring the wrong candidates. Some businesses rely too heavily on qualifications rather than assessing cultural fit, soft skills, or potential for growth.

Adapting to Changing Candidate Expectations

Modern candidates prioritise flexibility, remote work, and diversity, which growing businesses may struggle to offer. Businesses often overlook employer branding and workplace reputation when trying to attract talent.

Cost of Hiring

Recruitment often involves significant costs, including advertising, recruiter fees, and onboarding. Hiring mistakes can be even more expensive, with costs including re-recruitment, training, and lost productivity.

Slow Recruitment Processes

Lengthy recruitment cycles can result in losing candidates to competitors. Delayed decisions due to time constraints, creating bottlenecks.

Talent Shortages

Many industries face a limited pool of qualified candidates, especially in technical or specialised roles. This can lead to extended vacancies, increasing workload on existing staff and slowing business growth.

Competition for Top Talent

Misaligned Hiring Practices

Adapting to Changing Candidate Expectations

Cost of Hiring

Slow Recruitment Processes

Lengthy recruitment cycles can result in losing candidates to competitors. Delayed decisions due to time constraints, creating bottlenecks.

Talent Shortages

Recruitment Process

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Flexible, collaborative, and built around you.
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‍At Impala Talent, we take a practical, partnership-first approach to permanent recruitment. We know every business works differently, so we shape a process and timeline that fits your way of hiring. Whether you're scaling quickly or growing steadily, we keep things focused, efficient, and insight-led.

Every search follows our proven 4-stage structure to keep things tight and transparent:

1. Brief

In person or via video, we take a detailed brief to fully understand your business, the role, and your hiring goals.

2. Search & Shortlist

We run a tailored, high-quality search and present a shortlist of standout candidates within 1 week.

3. Presentation

You’ll receive a detailed walk-through of each candidate’s strengths, growth areas, motivators, and career trajectory.

4. Aftercare

Formal check-ins at week 1, month 1, month 3, and month 6 post-placement to ensure long-term success on bo