Why the Companies Winning the Best Talent Put People First

Andrew Deverell-Smith, Founder and Group CEO of the deverellsmith Group, has spent over two decades building relationships with organisations across real estate and the built environment. Recently, he shared a simple but often overlooked observation: the organisations that get hiring right are the ones that put people at the centre of everything they do. 

People-first organisations know exactly what they want 

According to Andrew, it is immediately evident when an organisation genuinely prioritises people in its talent strategy. These organisations are clear from the outset about what they are trying to achieve and what support they need from a recruitment partner. 

That clarity changes everything downstream. It shapes the brief, the shortlist, and ultimately the quality of the hire. 

Clear communication keeps every stakeholder aligned 

One of the biggest differentiators Andrew points to is communication. When an organisation is aligned internally, whether that is HR, hiring managers, or senior leadership, the recruitment process runs far more smoothly. 

Misaligned stakeholders are one of the most common reasons hiring drags on. Conflicting feedback, unclear decision-making, and delayed responses all cost organisations strong candidates, particularly in competitive markets where top talent rarely stays on the market for long. 

Efficient processes lead to better outcomes 

Andrew is direct about the impact of a clear, efficient process: it produces better results. When the steps are well defined and communication is consistent, organisations move faster, make better decisions, and are far less likely to lose their preferred candidate to a competing offer. 

In a region where major projects are competing for the same pool of specialist talent, speed and clarity are a genuine competitive advantage. 

Even unsuccessful candidates become brand ambassadors 

Perhaps the most valuable point Andrew makes is about the candidates who are not offered the role. A positive, well-managed process leaves a lasting impression, even on those who are unsuccessful. 

Candidates who feel respected throughout the process often remain interested in the organisation for future opportunities. Just as importantly, they talk. Word spreads through the market about what it is like to work with an organisation, and a strong candidate experience becomes a quiet but powerful form of employer branding. 

What this means for hiring in the Middle East 

For organisations building teams across Saudi Arabia, the UAE, and the wider GCC, the takeaway is straightforward. Talent strategy is not just about the offer on the table. It is about: 

Organisations that embed these principles do not just fill roles faster. They build a reputation in the market that makes attracting the next great hire easier still.  

Get in touch with our team to find out how a people-first approach can help you attract and retain the talent or learn more about our services here. 

FAQs 

Why do some organisations struggle to attract and retain talent?  

Organisations often struggle because they lack clarity on what they are looking for, have misaligned stakeholders, or run slow, inconsistent hiring processes that lose strong candidates to faster-moving competitors. 

How does candidate experience affect employer brand? 

Candidates who have a positive experience, even when unsuccessful, are more likely to speak well of the organisation and consider future opportunities there. This word of mouth can significantly shape how an organisation is perceived in the market. 

What makes a recruitment process more efficient?  

Clear communication between all internal stakeholders, well-defined expectations from the outset, and consistent, timely feedback throughout the process all contribute to a smoother, faster hiring experience.