BLOGS & OPINION | Staff Reporter, Australia
Richard Wynn

A quick guide to finding the best talent in the market


It’s a common challenge; how does business attract ‘best in market’ talent during a period of growth or in addressing natural attrition? It’s no secret that the current market is producing a shortage of top tier talent and this is the cause of great frustration for businesses looking to deliver an exceptional level of customer service and execute an efficient and highly effective operation.

Finding the perfect candidate can be costly, time consuming and at the mercy of tight deadlines. Unfortunately this often leads to companies hiring the best of a bad bunch rather than the best in market. The difference between businesses that attract the very best versus those that accept second best simply comes down to their approach.

Our most successful clients proactively pipeline talent as an ongoing commitment to establishing a fluid network of likeminded and ‘on brand’ individuals who are engaged and ready to join their business. A common mistake companies make in attracting top tier individuals comes down to a knee jerk reaction to fill a vacancy as and when it exists.

QSR businesses attracting the highest calibre individuals are finding ways to proactively connect with talent well in advance of business needs. In some cases this is being achieved through well resourced HR and/or internal recruitment teams dedicating a large portion of their time to pipelining talent. In other cases this is being achieved through partnership with a specialist recruitment agency. Partnering with a recruitment agency can be a very effective approach for companies with specific hiring requirements, however it’s important to do your research and find one that specialises in your industry area.

Another important criteria for choosing a recruitment agency is a successful track record in attracting top tier talent plus solid retention results – that is, top talent that lasts with the company. Once you’ve identified who you would like to work with, have your recruitment agency representative spend a day on the front line so they can truly understand what makes your business unique and, just as importantly, understand cultural fit.

In addition, once you’ve established a partnership with a recruitment agency it’s important to meet recommended candidates and provide open and honest feedback on the individuals being put forward. This will allow the recruitment agency to sharpen the brief and provide an ongoing pipeline of best in market individuals appropriate to your business.

Whether you intend on sourcing candidates using internal resources or partnering with a recruitment agency, being proactive and taking an ongoing approach will ensure your company has a strong pipeline of quality talent that can take your business forward.

The views expressed in this column are the author's own and do not necessarily reflect this publication's view, and this article is not edited by QSR Media. The author was not remunerated for this article.

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Richard Wynn

Richard Wynn

Richard Wynn has extensive experience in the retail, hospitality and marketing recruitment space, working for Michael Page in both Australia and the UK for more than 12 years. Currently the Regional Director for Australia, Richard focuses on senior executive recruitment across these sectors and nationally.

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