Recruitment doesn't always go to plan.

Having worked in policy, public affairs and communications recruitment for over 20 years combined, we’ve been part of a lot of hiring processes. Our best guess? Somewhere around five hundred.

Many of them have gone brilliantly: happy clients, happy candidates, pats-on-the-back all round.

But not all.

When we set up Vox Partners, we were just as interested in the ones that didn’t go to plan. We dissected them, picked them apart, and one theme kept popping up: communication.

We’ve worked in good markets and bad. “Not been able to find any candidates”. We’ve seen candidates turn down jobs we were certain they’d accept, clients withdraw offers at the last minute, and yes – we’ve even been ghosted post-offer.

None of these situations are ideal, but they happen. The real test isn’t whether you can avoid every bump in the road, it’s how you, alongside your recruiter, react to them.

And that takes two things: a robust process and clear, honest communication.

In tricky moments, it’s tempting to pivot: switch recruiters, put the role on ice, or wait for “the market to improve.” But more often than not, it’s not the market that needs to improve… it’s the communication.

At Vox Partners, we build communication into every stage. That means:

• Setting clear expectations from day one – on timelines, responsibilities and decision-making.

• Being honest about challenges – if there’s a skills gap in the shortlist, or a salary mismatch, we say so early.

• Making the process transparent – so candidates and clients understand exactly how decisions are made and what the next stages look like.

• Keeping everyone updated – even if the update is “no news yet,” because silence can be misread.

• Agreeing next steps – so no one is left guessing what happens after an interview or offer.

  
  

Good communication can’t guarantee the perfect hire every time, but it does make the process more resilient. When surprises happen – and they will – you’re in a far better position to adapt without losing momentum.

So before you change recruiters, hit pause on the role, or blame “the market,” ask this: Is everyone talking, and are we talking about the right things?

Because in recruitment, as in most things, the right conversation at the right time can change everything. Sometimes, you just need to be bold enough to have it.