What does a good recruitment process look like?

 14th Jun 2023

In today’s job market, it’s more important than ever to understand what a good recruitment process is, whether you are the candidate or the employer.  

Recent research has shown that 63% of candidates would reject a job offer if they had a bad candidate experience. This demonstrates that the recruitment process can define a company culture for an applicant. A well-structured procedure that offers a positive candidate experience can improve candidates’ impressions of working for your organization. 

So, what should a good recruitment process look like? 

1. Clear & Enticing Job Description 

Job descriptions should highlight the attractive elements of any given role but also be clear on information that lets the right candidates feel like it’s a good match from the start. Far too often job descriptions are generic, or at the very least are not an accurate reflection of the role content.  

When creating a job specification, recruiters should schedule brief conversations with current team members to gather insights to fine-tune the job description to reflect current skills, team culture, and experience needs. List must-haves (not nice-to-haves) as requirements. Job descriptions with endless lists of requirements turn off candidates who don’t think they meet every single requirement.  

There should also be additional information about the day-to-day details of the job, salary range, benefits, qualifications, and whether the role is remote, hybrid, or onsite. 

2. Efficient Application Process 

Recruiters should make it as easy as possible for qualified candidates to find and apply for positions. Some employers believe that adding multiple steps to an application and interviewing process helps them to filter out less interested or motivated individuals, and gives them more bases on which to assess a candidate to decide whether to invite them for an interview. 

However, the easier you make the application process, the greater the number of quality applications you receive. Everyone is busy, and most people won’t be willing to spend excess time trying to figure out how to apply for a position that’s hidden behind a cumbersome application process. Keeping it simple, short and mobile-friendly is key. 

3. Consistent, Frequent & Transparent Communication 

Clear, consistent communication with your candidates helps build positive relationships and maintains candidate engagement throughout your recruitment process. As an applicant, one of the worst feelings is applying to a job and not knowing what happens next. Will you ever get an answer? Has your application been thrown into a black hole? 

As they apply for a job, more than half of candidates will give up on a position if they don’t hear back from the company after a few weeks of applying. Moreover, if you really want to acquire the best candidates out there, you have no time to waste in this current candidate-driven market. 

At each step of the hiring process, let candidates know what happens next. Follow up promptly after application to let them know whether they’ve been shortlisted and maintain this for the remaining steps of the recruitment process. And if you need to push back the timeline for any reason, send a quick note to let your candidates know. 

4. Empathy & Inclusivity   

A fair and accessible recruitment process should treat all candidates with respect while understanding and considering the perspective and needs of candidates. It’s important to remember that behind every CV is a person.  

Inclusive recruitment should be a top priority and every business should focus on the measures, processes and practices that make up all the elements involved in attracting, assessing and appointing candidates to maximise the diversity of successful appointments. 

5. Detailed Interview Instructions & Feedback 

The more information that can be shared regarding the candidate’s interview preparation and the recruitment process, the better. Set your candidates up for a successful interview experience by making sure they know what to expect. Over and above the basics of date, time, location and interviewers, provide insight into the planned format, interview content and relevant themes to prepare for.   

Meaningful feedback helps the candidate understand their strengths and areas for improvement, but feedback is important for both the applicant and the recruiter. The way we let candidates know that they were not chosen for a job is crucial and should never be underestimated. Call them to let them know and offer to send them an email with constructive feedback.  

6. A Two-Sided Experience 

In addition to the fact that poor interviewing techniques will not help companies evaluate candidates as well as they need to, employers need to remember that interviews are two-way streets. Strong candidates will be evaluating them right back and pass their own judgments, which will determine whether they will accept a job offer. With the current market, companies should create a candidate experience that not only presents a clear picture of the available job, but also the values, qualities, and benefits of your company.  

7. Fair Offer Process 

Once a top candidate is identified, the organization should extend an offer within a realistic timeframe. Ensure that all aspects of the salary, financial and non-financial benefits and holiday entitlement are highlighted. Likewise, any specific office/hybrid/remote requirements should be made very clear. You might need to negotiate salary and benefits with your potential candidate - it’s crucial to remember that it’s always worth fighting for the best possible candidate and being as agile as possible with overall compensation and benefits.  

8. Smooth Preboarding & Onboarding Process 

Once a candidate accepts your offer, it’s easy to fall into the trap that they’re signed, sealed, and delivered. Preboarding is essential as radio silence can be unsettling for candidates, to avoid this keep in touch, and update them with any information they may need to have before their first day. 

Onboarding is the first impression new hires get when they join your company. This isn’t just an opportunity to get them up to speed on your processes, it’s your chance to welcome them and make sure they feel comfortable, confident, and excited to join your team. 

Good recruitment is vital for every organisation – finding the right people for the right roles at the right time. Effective resourcing is not just about filling an immediate vacancy, but about having an impact on the long-term success of the business. 

Does your business need help with hiring? Our expert team of embedded consultants can work with you to find you the right talent with a modern approach.