Attracting Talent

A limited candidate pool is prompting employers to adopt a values-based approach to recruitment, says James Sandford, Head of Permanent Solutions, Channel 3 Consulting.

As more digital health companies enter the UK market, competition for sales people has never been so fierce. Large and small IT vendors looking to sell to the NHS and wider public sector need access to skilled individuals with the experience and networks necessary to secure major new contracts, but the pool of qualified candidates is small. Recruiting the right person has become as much of a sales task for the would-be employer as it is a test of a candidate’s eligibility.

Smaller, more agile organisations are tempting experienced candidates with packages that include equity in their business and the opportunity to influence the strategic direction. By contrast, larger, more established players can offer the market access that comes from being a large brand and can often offer an attractive salary. Companies of all sizes have recognised the need to support a good work-life balance, and benefits packages have become much more creative as a result. In a candidate-led market, the onus is on employers to ensure their offer stands out.

Recruiting the right person has become as much of a sales task for the would-be employer as it is a test of a candidate’s eligibility.

We are witnessing a greater level of interest among candidates in company culture, diversity and working practices which requires a deeper level of understanding than some agencies have typically had. At Channel 3, we adopt a partnership approach with clients, whether we’re working on permanent placements for IT vendors or placing temporary project teams. This approach enables us to develop a detailed understanding of our clients’ employer brand, and support the creation of a unique Employee Value Proposition for each role to help attract, engage and retain top talent.

With such a close understanding of company ethos and future strategy, we are well placed to complete first interviews on our clients’ behalf, ensuring that their time is focused on interviewing candidates with the best skills and cultural fit for the organisation.

This rounded approach is delivering a positive candidate experience from the outset, and means the recruitment process doubles as a PR campaign for the employer. While salary and influence continue to be important drivers, value-based recruitment leads to better engagement with potential candidates and leaves a lasting impression.

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