Top 10 Recruitment Tips

Welcoming in the New Year not only brings with it renewed business rigour but also itchy feet for people looking to advance their career. As such now is a good time to be recruiting for staff; but only if that fits with your business strategy……

The recruitment process is not complicated as long as you clearly define roles and recruitment timelines to ensure you manage candidate expectations.

The challenge comes with identifying and engaging the best talent available and balancing your budget to attract the best people for your business. The following process is fairly robust:

  1. Define the business requirement and role within that structure;
    Does your business strategy support/require this position? If this is a new role then candidates will want to know why you have created it. If it is a current position you will be asked what is happening to the incumbent.
  2. Define your recruitment process and timelines including interview dates;
    This should include each stage of the process, target candidates numbers and corresponding dates. In the present climate good people don’t hand around and ensuring that you run a timely campaign will help you attract the best people.
  3. Create the job description and role profile;
    The job description should be a more formal HR style document that includes as much detail around the role, reporting line, responsibilities etc as possible. The role profile should be a concise document that draws people into applying for the position or contacting you for more information.
  4. Where suitable place job advert;
    Placing job adverts not only helps you attract candidates but also acts a beacon to say ‘we are growing, confident and employing people’. Depending on the type of job there are specialist and generalist job boards and you should decide which are most appropriate. Just watch out for recruitment agents chasing you once you advertise a role.
  5. Are you headhunting?
    If you are looking at headhunting this means you will be approaching people directly; many of these professionals will work in your sector and some with your direct competitors. This can be the most effective method of finding the best talent but at the same time requires discretion to ensure businesses in your sector don’t find out you are chasing their high performers. It also requires you to engage candidates and present and position the company in the best light to open conversations.
  6. Screen potential candidate’s CVs/profiles;
    At this stage you will receive a number of covering letters and CVs for your role, some will be interesting and some totally unsuitable (despite writing a well defined job profile). Remember at this stage everything you do reflects on your business and the candidates you turn down today may be perfect for a new role in 3 months time. Therefore always reply to everyone; even if you send a generic ‘not suitable at this time’ type email that is better than doing nothing. If you ignore candidates and don’t take 2 minutes to response that reflects on your business and reputation.
  7. Meet a small selection for a face to face meeting (send out meeting preparation work in advance);
    This stage is dependent on the type of process you are running, for more complex roles you may want to have 15-20 exploratory conversations with interesting candidates before entering a defined interview process. These meetings allow for a more relaxed conversation and by asking the candidates to prepare something for you beforehand allows you to understand them better before you meet.
  8. Follow your interview process;
    The type of interview you run is entirely your choice and depending on the role some are more suitable than others. One things to keep in mind is to ensure it is relevant and engaging; don’t run through the same old questions. Keep things interesting by challenging and engaging candidates. Remember at this stage not only are you trying to find the right person to join your team, candidates are trying to find the right business for them.
  9. Offer management;
    From initial engagement you should be clear about what the salary and package look like so that candidates are under no illusion what to expect further down the line. When you come to making an offer you should be confident that it is in line with the candidate’s expectations.
  10. On-boarding;
    Getting the right people into your business is the first step, there is little point going through a rigorous process to then fail to provide an induction, ongoing support, systems access etc. It is mortifying when you join a business and on the first day you don’t have your systems access set up or you are not provided support and briefing regarding the business’ expectations of you.

Every business has their own approach but with these tips you can start attracting new candidates and really build a talent pipeline.


Occasionally management teams want an expert, objective opinion.


Businesses require the best talent in the long run but often interim support is invaluable.


Active networking is a great opportunity to share ideas and best practice.

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