Growth through Talent

How to optimise your recruitment process

 30th Jan 2020

At the heart of every successful company lies an incredibly strong emphasis on the team and hiring the right people. An efficient hiring process is the most important part of company strategy. 
Every new person joining the team can either bring the company upward or downward. Knowing this, puts lots of pressure on hiring managers to get the maximum return on investment when hiring and be mindful to not waste time, effort and resources hiring the wrong person. Failing to optimise hiring processes and adapting to the changing hiring environment may take a toll on your company growth. 
Now, the real challenge is knowing where and how to begin. 
We’ve put together some do’s and don’ts of a recruiting process for hiring managers to maximise their efforts and attract and hire the best talent on the market. 

7 Do’s and Don’ts for optimising your recruitment process


  1. Clear vision for the role & profile required = targeted search 
  2. Conviction to hire = secure your candidate 
  3. Thorough briefing = you are represented in the market correctly & your role is pitched accurately 
  4. Interview flexibility = access and good will
  5. Timely feedback = better candidate experience
  6. Momentum with interviews and processes = beat your competition and increase buy in 
  7. Structured interview process = professional perception  
Pivotal Tip: Implementing all of this does take time, so we wouldn’t recommend companies trying to implement everything at once - perhaps pick two Do’s and commit to them and then 6 months later build on this with another two. 
Remaining competitive in this challenging job market, its inevitable that efficient processes are pivotal. Here we identify some common areas where we see hiring managers struggling to attract the best talent. 
  1. Believing there is an endless supply of candidates that will be interested = unfortunately there isn’t
  2. Radio silence = loss in candidate engagement 
  3. No/poor recruiter briefing = high likelihood that your role is being pitched incorrectly 
  4. Interview inflexibility = you won’t meet candidates 
  5. Delays in interview process = candidates more likely to get snapped up elsewhere 
  6. Adding extra interviews to the process = unsure about what you want and indecisive, creates space for candidates to question 
  7. No contact with candidate from Offer to Day 1 = bad first impressions and engagement (risk of non starters) 
FAQ we get asked by our candidates for you to be prepared:
  • What are your USP’s over competitors?
  • What is the companies vision for the future?
  • How will I be able to progress my career? 
  • What is the company culture like?
  • How is the company prepared for the IR35?
  • What is the on-boarding process after joining? 
Bottom Line: The key to a successful recruitment process is not only finding and attracting the right talent but also building a strong relationship with the candidates. Keeping them engaged and informed will give you the competitive advantage and ensure you are converting the job seekers into valuable employees. 
On another note, if you’re tired of hiring or you simply don’t have time for it, we’ve got you covered. We’ve got the expertise and capacity. Get in touch here and we will happily help you out. 
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