The Evolution of Recruitment | What does it mean for growing businesses?

If your business has grown over the past decade, chances are your approach to recruitment has had to grow quickly with it.

From tech innovations to shifting expectations in the talent market, the way we attract and hire people today is a whole different game – especially for mid-sized businesses that are scaling fast and need to get hiring right.

We spoke with our Chief Delivery Officer, Ben Donovan-Aitken, who gave us a look at the two biggest shifts we’ve seen, and what they mean for ambitious businesses like yours.

Recruitment Tech Is Doing the Heavy Lifting

Let’s start with technology. Over the past few years, recruitment tech – or RecTech – has come a long way, and it’s made a real difference to how businesses hire.

Platforms like LinkedIn and Indeed have steadily improved, but what’s really moved the needle is the wider ecosystem of tools that now help with everything from sourcing candidates to managing interviews. One standout? Applicant Tracking Systems (ATS). What used to be a basic way to store CVs has evolved into smart platforms that streamline hiring from start to finish.

For mid-sized businesses, this means more efficiency and less admin. It allows leaner HR teams to handle volume hiring without drowning in spreadsheets, and helps hiring managers focus on evaluating people, not processing paperwork.

In short – the right tech stack can make your recruitment process look and feel a lot more like that of a much larger business.

Experience Over Potential – A Sign of the Times?

The second big shift we’re seeing is a change in what companies look for in candidates. A decade ago, many businesses, especially those growing quickly, were keen to hire for potential. If someone hadn’t led a team before but showed the right mindset, they’d often be given the chance.

Now there's a clear tilt toward hiring people who’ve already done the job. Businesses want someone who’s hit the ground running before - not someone who might get there after a bit of development.

This trend is often driven by commercial realities. When time is tight, and teams are lean, there’s a strong pull toward the ‘safe bet’ – someone with a proven track record, even if it means paying a little more.

While this approach has its advantages, it also comes with trade-offs – namely, missing out on brilliant future leaders who just need that first step up.

What Should Mid-Sized Businesses Take Away From This?

The key is balance. Yes, technology can give you back hours in the day, but don’t let it replace the human side of hiring. And yes, experienced candidates might feel like the safer option, but promoting from within or backing high-potential hires can be a brilliant long-term play.

As a mid-sized business, you’re in a unique spot – agile enough to experiment, but established enough to make strategic, high-impact hiring decisions. Use that to your advantage.

The recruitment world will keep evolving, but with the right tools, a clear hiring strategy, and a bit of trust in your instincts, you’ll stay ahead of the curve – and keep building teams that drive your business forward.

Want to take the first step toward smarter hiring? Drop us a message!