Winning the Battle for Talent in Consumer Products: Strategies for 2025

Wondering why top talent isn't queuing at your door? The consumer product talent market is experiencing intense competition...

Many employers are feeling the pressure of what some are calling the Great Resignation 2.0, as turnover rates rise and skilled candidates exercise greater choice in the opportunities they pursue.

But it’s not all doom and gloom. With clear strategies, there’s plenty of room to stand out as an employer of choice.

‘We started talking about this shift several years ago, but the message still stands: if your salaries aren’t competitive and your process isn’t tight, you’ll struggle to secure the right talent.’ (Chris Dickenson, Advocate Group MD)

In this blog, we’ll provide insights into the current state of the consumer product talent market and provide you with eight checklists – covering everything from refining salaries to elevating your employer brand – to help you win the battle for talent.

Short on time? Skip ahead to download your free Battle for Talent eBook for a deeper dive!

Understanding the ‘What’s in It for Me’ Mentality

Gone are the days when salary alone was enough to attract the top 10% of talent for your roles. With more opportunities available than ever, candidates have become laser-focused on how a role will benefit them not only professionally, but personally too.

They want clear progression, flexible working, and a culture that aligns with their values. In other words, they want to know, ‘What’s in it for me?’ – and, if your offer doesn’t live up to expectations, they’re likely to look elsewhere.

Source: The Guardian, Gallup, Korn Ferry.

Mastering the WIIFM mindset isn’t about quick fixes. It’s about building a strong, holistic employee value proposition that really resonates with ideal candidates.

Identifying Pain Points in Consumer Product Hiring

Attracting and retaining top consumer product talent is no small feat.

The market is as competitive as ever, and roles that demand specialised knowledge – from product R&D to brand marketing – require a hiring approach that goes beyond the basics.

Yet many businesses still face recurring pain points:

• Salary & Progression: Stagnant or unclear salary structures can deter high-calibre candidates – especially when competitors are transparent about earning potential.
• Rigid Experience Requirements: Insisting on a ‘square peg, square hole’ fit often limits your talent pool and leads you to overlook candidates who can learn on the job.
• Lack of Flexibility: If you’re not offering remote or hybrid options (where possible) or clear on your reason for sticking to a purely office-based model, you risk losing out on quality candidates who value work-life balance.
• Weak EVP Promotion: An undeveloped or poorly communicated employee value proposition (EVP) makes it hard to stand out in a tough market.
• Inefficient Recruitment Processes: Multiple interview stages and long wait times can see the best candidates drop off mid-process.
• Inconsistent Interviewing & Feedback: Hiring managers who aren’t trained or aligned can create a disjointed candidate experience.

Addressing these issues isn’t merely about fixing a few glitches in your process. It’s about creating a hiring culture that values the candidate experience as much as the final outcome.

As Chris goes on to explain: ‘One question talent managers need to start asking is: where is the emphasis on the candidate?

‘Ultimately, the best employers make the experience seamless, from the initial approach to the final offer.’

The 8 Checklists You Need to Win

Ready to tackle the key issues head-on?

Our free Battle for Talent eBook contains eight practical checklists designed to help you refine salaries, streamline recruitment processes, and strengthen your employer brand.

Find it at the bottom of the blog!

Source: ITA Group 

Here’s a quick snapshot of what’s inside:

1. Salaries & Market Benchmarks: Ensure you’re not just competitive but compelling to top-tier candidates.
2. Realistic Experience Requirements: Identify the core skills you need – without narrowing your talent pool.
3. Flexible Working Essentials: Balance business needs with the flexibility many professionals expect.
4. Employee Value Proposition (EVP) Breakdown: Clarify what sets you apart, from benefits to culture to career paths.
5. Effective EVP Promotion: Communicate your core strengths consistently across every candidate touchpoint.
6. Streamlined Recruitment Processes: Cut down on unnecessary stages that frustrate or deter strong applicants.
7. Interview Best Practices: Deliver a seamless, consistent experience, backed by well-prepared hiring managers.
8. External Hiring Strategy: Know when – and how – to partner with external experts for niche or urgent hiring needs.

Each checklist offers a deep dive into the ‘why’ and ‘how’, guiding you through the key actions needed to outpace the competition and secure top talent.

Putting It All Together: Next Steps for Talent Managers

Each part of your hiring strategy – from salary benchmarking to interview best practices – plays a vital role in attracting (and keeping) the right candidates.

But bringing these elements together isn’t about quick fixes. It’s about establishing a cohesive, candidate-centric culture that ensures you stand out to the talent you need.

In Chris’s words, ‘It’s no longer enough to post a job ad and hope for the best.’

Instead, you need to consider each stage of the candidate journey: Are you demonstrating genuine interest in their needs? Are you differentiating yourself from competitors? Are you willing to invest in a hiring culture built on transparency and respect?

Your Free Battle for Talent eBook [Downloadable]

The eight checklists in our Battle for Talent eBook will help you put these insights into action, providing a clear roadmap for everything from role requirements to interview follow-ups.

This can make the difference between losing an incredible candidate and welcoming them onto your team.

Download today to find out how to streamline your talent acquisition and secure the best candidates, with in-depth checklists and practical tips to take your hiring strategy to the next level.