Recruiting Best Practices 101

Are you struggling to get your head around effective recruiting, or not seeing the results you need? In this article, we share our perspective on recruitment best practices.

By David Bradshaw, Chief Executive Officer
22nd February, 2023
David is a highly experienced consultant specializing in business strategy, lean operations/automation, and human resources. He holds a Master's degree from the University of Cambridge, UK, and an MBA from Quantic School of Business and Technology.

Are you struggling to get your head around effective recruiting, or not seeing the results you need? In this article, we share our perspective on recruitment best practices.

According to the Society for Human Resource Management’s 2022 Talent Access Report, the average cost per non-executive level hire is $4,683, while the average time it takes to fill a position is 54 days. That’s a hefty price to pay and a lot of time to spend. Think of it as an investment. As such, you will want to get it right the first time.

To assist your organization with its staffing needs, we have assembled the following steps to ensure that you are hiring efficiently.

  1. Determination of Vacant Position – Determine the need to fill a new role or backfill an existing position and outline a budget that considers available compensation, cost of benefits, and recruiting.
  2. Position Development – Create a job description to include a job title, an overview of the position with responsibilities, required skills, and the most essential qualifications.
  3. Job Posting – Identify internal and external advertising platforms such as your company’s website, intranet, general and industry-specific job boards, social media, local colleges, and job fairs. Consider internal applicants and employee referrals.
  4. Applicant Sourcing – Create a designated email inbox where resumes will be received. Your inbox will thank you! Set aside blocks of time to review resumes. Develop a system to manage the evaluation process such as a scoring system placing resumes in one of 3 categories – 1. Move to the next step; 2. Pass; 3. Unsure at this time. Keep an eye out for resumes that may fit another position within the organization. The more talented prospects in your pipeline, the better!
  5. Use Technology – An Applicant Tracking System (ATS), can reduce the time it takes busy hiring managers to screen candidates. An ATS can sort through thousands of resumes to determine the best-fit candidates, keep tabs on the hiring process, and even communicate directly with applicants.
  6. Screen Applicants – Phone screen the top prospects to narrow down the candidate pool. Reject those with disqualifying factors, ensuring your decision is non-discriminatory. Schedule the next step with your top candidates.
  7. Interviews – Ask detailed questions to assess the candidate's compatibility with the position and the organization.
  8. Make an Offer – Although not required by law, an offer letter is best practice. It should include the job title, full-time/part-time status, exempt or non-exempt classification, benefits offered, and start date.9. Background Checks – If you will be running a background check, you must comply with the Fair Credit Reporting Act, along with any state requirements. See Making a Job Offer for best practices.

Keep in mind, recruiting is more than just finding the right candidates for an open position, it isabout attracting talent to build a team that can meet the goals of the company. To do this, companies need a recruiting strategy that uses marketing principles to create a compelling message that resonates with candidates. Let’s explore the marketing strategy behind our recruiting steps and how it can help you build a strong and talented workforce.

  1. Employer Branding – The foundation of a Recruiter’s marketing strategy is employer branding, which is a company’s reputation as an employer. Employer branding helps companies to differentiate themselves from their competitors and attract top talent. A strong employer brand is built on an organization’s culture, values, and mission. By sharing their values and the benefits of working with them, companies can appeal to candidates who share similar beliefs and aspirations.
  2. Turn Job Descriptions into Ads – A well-written job advertisement can help you attract high-quality candidates. Your ad should be clear and easy to read, with a focus on the key selling points that make the company a great place to work. To make the ad more attractive, highlight the benefits and perks that come with the job.
  3. Social Media – Platforms like LinkedIn, Twitter, and Instagram provide an easy way to promote job openings and share information about the company. You can use social media to build your brand and connect with potential candidates. Social media can also be used to showcase company culture through posts and stories.
  4. Referrals – Employee referrals are one of the most effective ways to find quality candidates. Employees who refer someone are often more invested in the company and can speak to the company's culture and values. Referrals are a cost-effective way to find great talent and can save companies time and money on recruiting efforts.
  5. Employer Review Sites – Job boards like Glassdoor and Indeed provide a platform for employees to share their experiences working for a company. These sites are essential for recruiting because they offer a candid look at what it’s like to work for a particular company. Candidates can read reviews from current and former employees, and companies can use the feedback to improve their employer branding and recruiting efforts.
  6. Events – Job fairs, industry conferences, and other networking events are great opportunities to connect with potential candidates. At these events, companies can showcase their employer brand, meet potential candidates face-to-face, and get a better understanding of what candidates are looking for in a job. Companies can also use these events to network with other industry professionals and gain insights into best practices for recruiting.
  7. Data and Analytics – By tracking recruiting metrics like time-to-fill, cost-per-hire, and applicant source, companies can identify what’s working and what’s not. This information can be used to refine the recruiting strategy and make it more effective.

As you can see, recruiting is no longer just a transactional process. It is a strategic initiative that requires a marketing mindset. By taking a marketing approach to hiring, companies can attract and retain top talent, which is critical to the success of any business.