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To win top talent, start thinking like a candidate
After more than four decades in executive recruiting — including 35 years running my own search firm — I’ve learned a hard truth: hiring strategies that focus only on what the company wants are no longer effective.
Today’s candidates, especially passive ones who aren’t actively job hunting, approach opportunities differently. Before they consider making a move, they want to understand what they stand to gain — professionally, financially and personally.
If you want to attract and secure top talent in a competitive and uncertain market, the most effective shift you can make is also the simplest: start thinking like a candidate.
The power shift in hiring
Workplace expectations have evolved significantly over the past decade. While both Millennials and Gen Z prioritize purpose, flexibility and work-life balance, their motivations are not identical.
Millennials often look for clear paths to advancement, along with mentorship and skill development that support long-term growth. Gen Z, meanwhile, places greater emphasis on financial stability, mental health and the ability to work with autonomy.
These expectations can seem ambitious, particularly in a volatile economy where some organizations are slowing hiring decisions. Even so, demand for high-quality talent hasn’t disappeared. Many companies still struggle to fill leadership roles, find strategic CFOs or recruit experienced fundraisers.
The bottom line is that strong candidates still have choices — and they are evaluating employers just as carefully as employers are evaluating them.
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