Seven tips to achieve recruitment success

To stay competitive and address organizational demands, especially in today's rapidly evolving corporate environment, it's crucial to achieve swift recruitment outcomes. This can be accomplished by creating a recruitment process that is straightforward, efficient, dependable, and inclusive. Nonetheless, each company has a unique recruitment process that works effectively for its specific needs, so the challenge is determining the most suitable strategy for your company's requirements.

Here at DevelopmentPeople, experts in talent acquisition for international development have compiled a list of tips to help you carry out the recruitment process more effectively.

Tip #1: Simplify the recruitment process

Create a hiring process that is comprehensive yet efficient by including precise job descriptions, swift resume reviews, and timely interview arrangements.

Consider utilizing an applicant tracking system (ATS), a software tool that allows you to track the total number of applications, automate job postings, and filter applications to shortlist the most qualified candidates.

Certain ATS features can be found within an HR software suite. However, if you only need an ATS or wish to enhance your applicant tracking capabilities, you should explore a stand-alone ATS option.

When looking for suitable talent, it's important to consider various social media platforms like Facebook, Twitter, and Instagram, as well as professional networks such as LinkedIn. Utilizing keyword recruitment tools in this process will save time and swiftly filter out unsuitable candidates.

Share Company Values

When promoting your company, focus on content that reflects your business principles. For example, if your company engages in charitable activities, share photos or videos of a recent successful initiative.

To demonstrate that their organization is an appealing workplace, many companies encourage their employees to share content that reveals behind-the-scenes activities.

Tip #2: Develop standards for candidate shortlisting

Develop stringent criteria for shortlisting candidates, incorporating their qualifications, experience, and potential cultural fit. By focusing solely on the most promising candidates, the hiring process can proceed more swiftly.

Here’s how to do that effectively:

• Depending on the job description, develop precise, objective criteria (qualifications, necessary abilities, relevant experience important for the role).

  
  

• Eliminate applicants who do not match the prerequisites. You can use an ATS that scans resumes for particular keywords and credentials.

  
  

• Evaluate the pool of chosen applicants. Examine in more detail their accomplishments, past roles, and how applicable their experience is to the job you are interviewing for.

  
  

• Use work samples, personality tests, and skills testing to learn more about a candidate.

Tip #3: Boost job posts with paid advertising

A highly effective method to attract more qualified candidates to your company's job openings is to invest in advertising them. This approach is particularly beneficial on popular job platforms like LinkedIn, where your job ad can quickly be overshadowed by the sheer number of other listings.

Tip #4: Create a strong candidate pipeline

Maintain a steady flow of potential candidates by staying in contact with prospective applicants, even when there are no active hiring needs. By taking a proactive approach, you ensure that you have a selection of candidates ready, which will save time when a position needs to be filled.

Tip #5: Communication

Keep candidates informed and engaged throughout each phase of the hiring process. Quick and clear communication can speed up decision-making and sustain candidate interest.

Additionally, it is crucial to connect with passive candidates, meaning those who are currently employed and not actively looking for a job.

Tip #6: Program for employee referrals

To involve your team in the recruitment process, create an employee referral program. This will engage your employees, encouraging them to share information about job openings at their company, thereby enhancing the likelihood of identifying qualified candidates.

A study conducted by Columbia University involved experts observing the outcomes of referrals at a particular organization. The organization had a bonus program for employees who recommended candidates who were eventually hired. The study revealed that referrals resulted in 70% more quality hires compared to non-referrals for every 100 applications.

Tip #7: Permanent adaptation of the hiring approach

Being prepared to adjust your recruitment strategy as needed is essential. To obtain swift outcomes, it's crucial to adapt in response to feedback or changing demands.

In addition to adjusting your plan based on market changes, it's important to consider the company's potential short- and long-term objectives. Temporary staffing provides a straightforward way to hire additional workers when necessary, allowing you to scale your teams up or down in response to economic or seasonal shifts.

With over 15 years of experience in hiring professionals for the development and humanitarian sectors, DevelopmentPeople has set high standards for candidate shortlisting. Our continually growing database of over 470,000 junior, mid-level, and senior workers, combined with our extensive recruitment expertise, enables us to effectively source local or international specialists for both short- and long-term donor-funded projects. Additionally, we provide comprehensive "end-to-end" recruitment services to connect you with top talent for any position.

Final word

Creating clear job advertisements, enhancing applicant sourcing, establishing talent pipelines, and effectively evaluating candidates are essential components of refining your hiring process. Each step contributes to making the recruitment process more efficient, cost-effective, and enjoyable for both the hiring team and the applicants, who will all gain from a seamless recruitment experience.