Hiring in a Candidate-Short Market - What Your Business Needs to Know.

In today’s market, top talent isn’t just hard to find—it’s hard to keep.

With the Built Form and Infrastructure sectors continuing to grow, and unemployment in key disciplines sitting at record lows, competition for quality candidates has never been more intense. At EPC Consulting, we work with businesses every day that are feeling the pressure—talent pipelines are drying up, counteroffers are on the rise, and the hiring process is starting to feel more like a race.

So, how can employers stay ahead of the game?

Here’s what we’re seeing—and what your business can do about it.

1. Speed Matters More Than Ever

If your interview process still involves multiple rounds stretched across weeks, you’re already on the back foot.

Top-tier candidates are being snapped up quickly—often within 10–14 days. Delays in scheduling interviews, providing feedback, or making decisions can result in great people going elsewhere.

What to do: Streamline your process where possible. Be clear on the role, get internal alignment early, and aim to move decisively once you’ve met the right person.

2. Your EVP (Employee Value Proposition) Is Under the Microscope

Today’s candidates are weighing up far more than just salary.

They’re asking:

• Will I have flexibility?  (This is a blog in itself and one we will cover at a later time)

• What’s the team culture really like?

• Are there clear development pathways?

• Does this business align with my values?

  
  

If your business can’t answer those questions clearly, you may be losing people before you’ve even spoken to them.

What to do: Start by defining what makes your business a great place to work—and make sure your hiring managers can communicate that consistently. Whether it’s hybrid working, leadership support, or learning opportunities—these are now key decision drivers.

3. Don’t Underestimate the Power of Partnership

Hiring in a tight market is not the time to go it alone—or to work with generalist recruiters.

You need someone who understands the nuances of your industry, the technical language of the roles you’re hiring, and the personality traits that will suit your team. At EPC, we specialise in Built Form and Infrastructure. We don’t just fill roles—we help build businesses.

What to do: Partner with a recruiter who sees the bigger picture. Someone who will represent your brand well, challenge you when needed, and invest time in understanding what success really looks like in your business.

Final Thoughts

In a candidate-short market, businesses have to work harder to attract and retain great people—but the payoff is worth it. With a sharp EVP, a responsive process, and the right recruitment partner, you can compete with confidence.

If you’re ready to take a more strategic approach to hiring, get in touch with the team at EPC Consulting. We’re here to help you get it right.