Recruitment Process

Best Recruitment Practices for an Effective Hiring

Why this hiring is still not closed?

The Repeated words from the Nightmare of every Recruiter & Talent Manager! Every organization faces these problems in their recruitment processes. It is sometimes inevitable, but sometimes it is due to the less disciplined way of hiring which costs organizations a lot of time and money. So, it is very important for every organization to follow the best practices of recruitment to avoid this in the long haul.

Define and Streamline a Clear Process

The whole recruitment can be very messy if there is no streamlined and clear process to fill the talent gap in an organization.

  • So, the first step is to have a clear understanding of the Roles and Responsibilities of the talent that is supposed to get hired. There should be an understanding between the department head and recruiter about the kind of Candidate they are looking for.
  • A basic checklist to cover the basics should be there and from the department head of the JD and skills and qualifications required for the job.
  • After clearing that main thing, a recruiter should have their own first-round of checklist to analyze and rate the candidate. It should cover not only basic qualifications and skills but also the cultural fit, core values of the candidates, stability factor etc.

Sourcing and Approaching the Candidates

After the basic checklist and process in place, now it is time to source the candidates.

  • Identify the best sources that have worked for you in the past. Did you have good experience with job portals, social media, job ads, referrals or consultants in past? Learn from your previous mistakes, and try to identify the gap with all the recruitment channels you have in your hand.
  • Don’t underestimate your passive database. Having a career page on website or LinkedIn is bound to facilitate you with free resumes of interested candidates. You may not be hiring at that time, but keep them in your database and you can finally get back to them when in need.
  • Use aptitude or skill test to filter your candidates, it can be a preliminary test before you spend time on calling them.
  • Having a clear set of skills and qualification is fine, but also try to be flexible on certain areas. Don’t always go for resumes, sometimes your intuition can also do wonders.
  • Recruiters should be the positive voice of your organization. The first interaction with the candidates makes the first impression about the company. Upon which they also form their own opinion about the company. As a Recruiter, you’re selling the idea of a job to a candidate. Recruitment best practices also include a strategic pitch that convince candidates to accept job offers.

On-Point Employer Branding

Your Company’s reputation decides what kind of candidates you are attracting in the first place. This takes time to build but it helps in the long haul.

  • Have a transparent and healthy culture that can help make your employees your biggest brand ambassador.
  • The clear communication of your culture and employee advocacy on social media and other platforms can help your brand a lot.
  • Have a clear retention program to build a positive and stable work environment.


So, these were a few of the practices an organization should adopt to have a positive recruitment experience. Hope this will contribute some way for the betterment of your hiring process.

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