Hiring, simplified: The recruitment process in 4 easy steps
Written by Leah Jones, 05 April 2024
There is no one size fits all to hiring. Whether you follow a two-step or ten-step recruitment process - getting to the goal quickly should not be the aim of the game. Instead, the priority should be crafting a recruitment process that works for you. It should enable you to stay objective, focused and open-minded, as you navigate the processes required to hire top talent.
We’re big believers in keeping things simple, but that doesn’t equate to skipping steps you may come to regret later. Here, we guide you through our simplified recruitment process in four easy steps.
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Step 1: Plan ahead
Before diving into the hiring process, consider the ‘Build or Buy’ approach. While building talent internally can be more cost-effective and support strong company culture, buying talent (hiring) can offer a more diverse skill set and a fresh perspective. The deciding factor will often be how quickly you need access to the required skills. If you decide to pursue external talent, the next step is to craft a clear job description and establish a budget with inputs from HR, finance, and relevant stakeholders. For tips on what to include in your job description, click here.
Top tip! Once your JD is ready, consider how to share it with the market. Research shows that referrals offer a more efficient hiring method compared with employees sourced through career sites, with referred candidates taking up new positions 55% faster on average (HR Technologist). To find out how source top talent through expert referrals, click here.
Step 2: Shortlist wisely
Sorting through hundreds of applications demands a discerning eye. At this stage, focus on technical skills and the applicant’s broad alignment with the job requirements. Team up with HR and the hiring manager to ensure consistency and relevance across your shortlisting.
Top tip! A well-defined job description is crucial here to attract suitable candidates. If you’re receiving irrelevant applicants, it may be a sign to review elements of the job description again. Remember, while shortlisting is all about technical skills, these will likely become a secondary priority during the interview stages when analysing problem solving abilities and cultural fit.
Step 3: Conduct comprehensive interviews
Opt for a structured, three-step interview process in order to evaluate technical, behavioural, and cultural fit. Focusing on these specific areas will give you a well-rounded view of a candidate’s competencies, as well as an understanding of their values and ways of working.
Setting a technical task may help with your assessment, and should mirror a day-to-day task that a successful candidate would be expected to perform. Ensure you have a healthy number of candidates in each stage (with up to three in the final stages) to enable easy comparison between applicants and prevent bias. It’s also recommended to have two or more team members involved in each interview phase, depending on the size of the hiring team. For more tips on how to conduct interviews, click here.
Top tip! Throughout the interview stages, consider where this job and candidate need to be in the next 12-24 months. If a promising candidate does not display signs of having a learning attitude, or is averse to change, they may not be a suitable hire for the job going forward.
Step 4: Seal the deal
After diligent evaluation, it’s time to make an offer to your chosen candidate. Be sure to align internally on budget constraints beforehand to avoid any last-minute negotiations. Once the offer is accepted, congratulations! Your recruitment journey is complete. Next up: the onboarding process.
Top tip! Remember to decline any unsuccessful candidates and offer appropriate, authentic feedback. This is crucial to providing a positive candidate experience and building your employer brand. Don’t leave people hanging!
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