Use this checklist to position your organisation as a top choice in 2025
1. Define and Advertise the Role Accurately
-
Go beyond listing daily tasks—highlight the role’s purpose, expected outcomes, and how it fits within the wider team.
-
Be clear about the work model: is it hybrid, remote, or fully on-site?
-
Use inclusive, welcoming language to appeal to a broader and more diverse talent pool.
2. Showcase Your Culture and Career Path
-
Candidates today want more than just a job—they’re looking for a long-term future.
-
Be ready to talk openly about career progression, mentoring, and opportunities for internal mobility.
-
Culture is key. Offer a realistic view of what it’s like to work in your organisation, day-to-day.
3. Perfect Your Candidate Experience
-
Remember: your recruitment process is a direct reflection of your brand.
-
Communicate clearly and promptly throughout.
-
Use a structured interview panel to ensure consistency and fairness.
-
Always provide feedback—especially to final-stage candidates.
-
A poor or unclear process can cost you strong candidates at the final stage.
4. Prepare a Winning Offer
-
The best candidates don’t always accept the highest salary—they accept the best overall package.
-
Make sure your offer is competitive across the board, including:
-
Base salary
-
Pension
-
Healthcare
-
Additional leave
-
Flexibility
-
Bonus or profit-sharing
-
Learning and development support
-
This is the stage where even strong hiring processes can fall short.
Is Your Offer Truly Competitive?
Now is not the time for guesswork.
If your offer is even slightly off the market rate, you risk losing the candidate—after weeks of time and effort.
Final Step: Get the Data
You’ve followed the checklist. Now give your offer the edge.
Download the 2025 Salary, Benefits & Sentiment Survey—the most up-to-date breakdown of compensation across Irish communications and PR.
It’s free. It’s practical. And it could be the difference between missing out and making a great hire.
