​Attracting top FMCG talent isn't just about having a great product/brand, impressive office space or deep pockets. The harsh reality is that many FMCG companies struggle to secure the best candidates simply because they forget that one of the key components of any recruitment strategy is 'talent attraction'. And why? Because their entire recruitment process is set up to fail. If you recognise any of the following in your hiring strategy, it might be time to rethink.

 1. You Use Low-Budget, Ineffective Recruiters

 Some FMCG companies refuse to invest in high-quality recruitment services, opting for cheap, high-volume recruiters who are more focused on filling roles quickly than finding the right candidates. And we get it … the recruitment industry hasn't exactly built a reputation on integrity and trust - so you hear a recruiter charging more than the golden 15% and you roll your eyes and think "that's what you're charging for sending over some CVs"! … then comes this kind of email:

 "If you can work with our terms then I'm happy for you to prove your worth. We work on 10% terms, 3-month probation, and free replacement. If you are happy with that, then I can give you all our digital roles".

"Happy for you to prove your worth" - again we get it, but you don't get the option of buying a Mercedes at half price for it to prove its value to you - if you didn't trust that a Mercedes was better than the budget equivalent, you wouldn't buy the Mercedes.

 But, premium brands are often just that because they provide a better product or service, so why should the recruitment industry not be extended the same courtesy? If you're cutting corners here, you're effectively shutting yourself off from the best talent in the market. Here's why:

• You don't want to pay a higher fee because you don't see the value in recruitment

• The best recruiters can attract the best talent, and this costs time and money. If you're not willing to invest, you're limiting your talent pool to those who are easily available, not necessarily the best fit.

• You have to speculate to accumulate

• If you're unwilling to put money behind hiring, you'll struggle to find top-tier candidates. The best people expect a seamless, well-managed hiring experience - and a recruiter who actually understands their worth-which reflects on the company the recruiter is hiring for, too.

• It's a Painfully Slow Journey

• Working with low-budget recruiters often means an inefficient, drawn-out hiring process. The classic mistake of thinking lots of CVs being flung around equates to a fast process is where most businesses still go wrong. Remember, less haste means more speed because top talent won't wait around while you sift through subpar candidates.

 The bottom line? Do what you've always done, get what you've always got.

2. You're using Multiple Agencies, Which Damages Your Employer Brand

 Flinging your opportunity out to multiple agencies is like a bride throwing her bouquet at a wedding… some will use dirty tactics to get into a better position and others won't put in much effort because the odds of winning are low … the age-old risk and reward… and let's face it, that bouquet throwing malarkey could end with dirty dresses and a few elbows to the ribs!

 This tired, yet accepted way of using recruiters might seem like a smart way to cast a wider net, but in reality, it makes you look desperate. When candidates see your job posted by several agencies, it signals that you're struggling to fill the role. You may feel like you're getting value for money by using 5 recruiters and only paying one of them, but think about the service you (and more importantly, candidates) are getting from each recruiter when they only have a 1-in-5 chance of getting paid?! This can also lead to: 

• Conflicting information about the role, salary, and company culture

• A poor candidate experience as agencies compete rather than collaborate

• A diluted employer brand, making your company look chaotic and unorganised

• Recruiters trying to fit square pegs into round holes - just to win the fee.

3. You're not Selling Your Opportunity Well Enough

Top candidates don't just want a job; they want an opportunity that excites them. If your hiring team isn't effectively communicating what makes your company special, the best talent won't be interested. Because top talent aren’t looking for a new role, they are usually in a role they are happy with because their current employer looks after them, so simply listing responsibilities and salary in a job ad isn't enough - you need to show why someone should want to work for you over your competitors. Because the Top Talent you want isn't trawling through job boards. If you've got multiple recruiters racing to get a CV over to you, imagine how much time they can afford to spend pitching your opportunity?!

 And to revert back to the car analogy… Lamborghini says you won't see Lamborghini ads on TV… "We don't do commercials because our target audience isn't sitting around watching TV". Apply this to attracting talent … you're on to a winner.

 4. You're hiring Process is Rigid and Outdated

• You're not being flexible enough

• We are in the camp that believes flexibility works both ways, it should suit both the needs of the employee and the business. But are you being too rigid in your expectations of candidates? Are you unwilling to adapt your interview process to accommodate top talent? If so, you're probably losing out. Whether it's offering remote options, adjusting interview structures, or reconsidering strict job requirements, flexibility is key to securing top-tier hires.

• You're bad with communication and have a slow interview process

• If you're taking weeks to get back to candidates or forcing them through multiple unnecessary interview stages, they'll lose interest. The best people have options, and they won't wait around for you to make up your mind.

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 In a nutshell, if you want access to top talent, you need to start acting like a company that deserves it and then communicate this in a way that is attractive to the best candidates. Top talent won't work for you if you don't make it worth their time. Fix these issues, and you'll stand a much better chance of attracting and retaining the best people in the FMCG industry.