How to win in recruitment 2025 | Our talent strategies revealed

My insights on securing your next role and attracting top talent in 2025's challenging landscape

As Director of Development and Construction at deverellsmith, I've been watching the property recruitment market evolve this year. Recently, I sat down with my colleague Hannah Taylor, who leads our Rental Living team, to discuss what's really happening out there and how both job seekers and employers can navigate these choppy waters successfully.

If you want to hear our full conversation, you can watch the podcast here or find it on all major platforms.

The reality check: It's all about networking

Real estate has always been relationship-driven, but in today's market it's become essential. The candidates I'm placing successfully aren't the ones with the most applications out there. They're the ones who pick up the phone, leverage their networks, and secure direct introductions to the decision-makers.

Here's what I tell every candidate I work with: stop being reactive and start being strategic. Instead of scrolling through job boards and firing off applications, invest that time in research.

The mentorship advantage

Hannah made a brilliant point during our discussion that I want to emphasise: the power of mentorship in career development is transformational. Most senior professionals in our industry, myself included, genuinely welcome mentorship requests. We remember what it was like coming up, and we understand the value of guidance.

Reach out thoughtfully, be specific about what you're looking to learn, and be respectful of their time. The insights you'll gain are invaluable, and these relationships often lead to opportunities that never make it to the public market.

Employers, heres why the best candidates aren't looking

If you're on the hiring side, I need you to understand something crucial: the top 10% of talent are comfortably employed, performing well, and they're not going to jump ship for just any opportunity.

To access this level of talent, you need what I call "perfect strategic alignment with obvious growth opportunities." That means:

• Creating specific roles with clear progression pathways rather than posting another generic "Development Manager" position

• Demonstrating genuine financial stability and a robust project pipeline that shows longevity

• Offering credible employee value propositions that go beyond basic compensation

• Having well-defined structural needs that provide real room for professional growth

The companies succeeding in attracting premium talent right now are those with compelling growth stories and the financial backing to deliver on their promises.

The "wait and see" phenomenon

One of the most interesting trends Hannah and I have been tracking is what we're calling the "wait and see" mentality. We're seeing risk-averse candidates pulling out of processes at the final stages, while employers are showing increased indecision despite meeting perfectly suitable candidates.

This mirrors the broader market uncertainty we're all feeling. However, and this is important, well-funded companies with clear growth stories are still attracting quality talent. The key is cutting through the noise with authentic, compelling narratives about opportunity and stability.

My strategic recommendations

Whether you're seeking your next role or looking to hire, my advice is the same: approach this market strategically, not reactively.

For job seekers:

• Prioritise networking over applications

• Research target companies thoroughly

• Be specific about your career values and target aligned employers

• Leverage mentorship relationships

• Stay patient but persistent

For employers:

• Invest in proactive talent mapping, not just reactive hiring

• Develop compelling growth narratives that differentiate you

• Create roles with clear progression pathways

• Demonstrate financial stability through transparency

• Build authentic employee value propositions

The bottom line

Yes, the recruitment landscape is challenging right now. But in my experience, the professionals and companies that succeed are those who adapt their strategies rather than simply hoping things will improve.

The opportunities are there for those who network effectively, maintain strategic focus, and approach the market with patience and precision. It's not about working harder, it's about working smarter and building the relationships that will carry you through uncertain times.

For strategic consultation on implementing these approaches, visit www.deverellsmith.com where our team provides executive-level guidance across development and investment jobs.

Frequently Asked Questions

We offer competitive salaries but struggle to attract senior candidates - what's missing?

Compensation alone won't work in today's risk-averse market. Senior professionals need evidence of financial stability, clear growth trajectories, and systematic risk mitigation rather than just higher pay.

How long should our hiring process take for senior roles?

Six weeks maximum. Longer processes lose 45% of premium candidates to competitors. Streamline decision-making to demonstrate conviction and attract decisive professionals.

Should we target candidates from adjacent real estate sectors?

Absolutely. Cross-sector recruitment reduces compensation premiums by 20% and accesses previously unavailable talent pools. Most employers miss these arbitrage opportunities entirely

About the author

Chris Litras is Director of Development and Construction at deverellsmith, a leading real estate recruitment firm specialising in investment, development, and construction sectors.

Hannah Taylor is an experienced real estate professional with 10 years of industry experience. Hannah manages deverellsmith's Rental Living team, placing senior investment candidates across the real estate space.