In this episode, Karen Kirton interviews Nathan Soti, Managing Director of Ethos 360 Recruitment, to discuss practical strategies for selecting the right candidates in a highly competitive job market. Following the last episode’s focus on employer branding with Jane Toohey, this episode shifts to effective hiring processes and candidate selection techniques.

With 90% of CEOs expecting staff shortages and unemployment rates at record lows, businesses need to refine their recruitment strategy to attract and select top talent without simply increasing salaries.

In today’s episode, you will learn:

1. Why Candidates Are Looking for New Roles

• Salary remains the #1 reason candidates change jobs, particularly in response to inflation and cost-of-living pressures.
• On average, changing jobs results in a 10% salary increase, while staying in the same role sees wage growth of less than 5%.
• Work-life balance and flexibility are now key factors—many candidates expect 2–3 days of remote work to help reduce commuting costs and improve family time.

2. How Employers Can Improve Selection and Hiring Decisions

• Don’t rush into a bad hire due to staffing shortages—desperation can lead to costly mistakes.
• Use practical testing to assess candidate skills: 
  • Provide a real-world work scenario or test to gauge problem-solving skills and technical abilities.
  • For sales roles, conduct a role-play exercise to test discovery questions and objection handling.
  • For technical roles, give candidates a task that mimics their daily responsibilities.
• Assess cultural fit by having a more informal, values-based discussion: 
  • Ask about personal values, interests, and work preferences.
  • Share insights into your company culture and team dynamics to build rapport.

3. Practical Tips for Recruiting

• Think beyond the interview:
  • Consider a short work trial where candidates can shadow a team member or experience a day in the role.
  • This helps both employer and candidate confirm if it’s the right fit.
• Leverage your company’s online presence:
  • Candidates research employers before applying—your LinkedIn, website, and social media should reflect your culture.
  • Create a “Meet the Team” section on your website to introduce potential hires to their future colleagues.
• Offer non-monetary incentives:
  • If you can’t compete on salary, highlight other perks like flexible hours, training, and career growth opportunities.
• Monitor recruitment success:
  • Track employee retention rates to see if changes in your hiring process lead to better long-term hires.

By enhancing both attraction and selection strategies, businesses can hire smarter, reduce turnover, and build stronger teams—all while avoiding costly salary wars.

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How does your selection process work? We’d love your feedback on this series, just head on over to Amplify HR or connect with

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