When it comes to leading a business, bringing in talent is an aspect that involves more than just looking at resumes and conducting interviews. Making errors during the hiring process like having a written job description or not communicating effectively with candidates can deter individuals from considering working for your company or quitting rapidly after hire. However, by implementing a structured recruitment and onboarding process you can acquire top-notch candidates efficiently.

The benefits of strengthening the hiring process

A recruitment procedure should result in employees who fit well with your company’s values and show dedication to growing within the organization long-term. Other benefits include;

Saving money: Hiring an employee can be expensive so you want to avoid costs by selecting the wrong person and having to start the hiring process over.

Saving time: Managers typically spend around 24 working days recruiting an employee time that could be better spent on tasks rather than on recruitment activities if a format and structure is put in place.

Damage limitation: It’s essential to minimize any impact from choosing the wrong candidate when hiring. Such as hire who simply can’t get along with their colleagues or perform poorly in their role due to the tasks required that they are not prepared for.

Catching the best talent: By selecting the right candidates you can avoid any remorse over choosing a less qualified individual or someone who just couldn’t meet expectations just to fill a vacancy. Waiting for the right candidate may require patience but the wait will save time and frustration in the long run. 

Training effectiveness: Training staff members is an investment in terms of both money and time. Star people are developed and will stay with your organization if you make the investment to train them comprehensively. 

Security: Employees need access levels to carry out their responsibilities effectively including data, systems, patents, financial records, passwords, and other resources. In case an unsuitable employee unexpectedly leaves there’s a risk of them taking information along.

Define your goals

Before commencing the hiring process it’s essential to dedicate time to define your expectations for candidate search and outline your goals for recruitment. Clearly setting these objectives will help you stay focused, during the search and ensure that your company’s requirements are met.

Work together with your team if applicable, to put a list of hiring goals and seek their input. It’s also important to identify the individuals involved in the hiring process, prioritize your needs and set a timeline for when you’d like everything to be completed.

Identify the right candidate

Tips for improving your hiring process


Before starting your search for candidates, imagine the person for the job. Think about their preferred background, skills, experience, personality traits and interests. Having a vision of your candidate allows you to choose the best platform to advertise your job opening strategically. It’s essential to establish any non-negotiable criteria upfront so that everyone understands the expectations throughout the process.

Clear job description

When announcing a job opening, it’s essential to create a job description that accurately describes the role and sets expectations. By providing critical details, you enhance your chances of attracting candidates who possess the desired qualities and skills.

Leverage social media

Utilizing social media for recruiting is an effective way to target your desired audience and attract talented individuals who resonate with your brand and company culture.

Moreover, leveraging the professional connections of your staff members on social media platforms along with their friends and acquaintances offers a valuable opportunity to attract skilled employees.

Keep interviews consistent

Before sending out interview invitations to candidates it’s crucial to establish an approach for conducting the interviews. It is recommended to identify the types of candidates you want to invite and prepare a set of questions to ask during the interviews. By creating guidelines that outline the focus areas and desired qualities in a candidate you can ensure consistency throughout the interview process when dealing with diverse candidates. This will make it easier to compare candidates and assist in selecting the individual for the role. We recommend that 3 interviews be conducted by three different members of the organization. 

Automate the hiring process

Consider integrating tools, like a tracking system (ATS) into your recruitment process to automate candidate screening. With an ATS in place, you can easily manage job applications. Prioritize those containing keywords that match your job description. This efficient solution will save you time. This can help reduce recruitment costs allowing you to concentrate more on assessing and interviewing candidates who already meet your predefined criteria.


Enhancing your recruitment procedures by considering these suggestions can help you discover individuals who match well with your culture. This can ultimately help you save time when recruiting team members.

If you want to gain professional insight on improving your recruiting process and increase retention rate, then check out this digital course, “Gain, Train, and Retain Playbook”, hosted by a veteran contractor and industry pro, Jim Aanderud.