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7 critical stages of recruitment to hire better

Posted on 29 January 2023

Hiring the right people is crucial for the success of any organization. But with so many candidates to choose from, it can be overwhelming to find the best fit for your team. By following these seven critical stages of recruitment, you can streamline your hiring process and increase your chances of finding the right candidate. 

With the pile of work, you need to get through, you’ll either want to push recruitment to the end of the list or zoom through it as quickly as possible. The problem with that is you’re more likely to hire an unsuitable candidate and find yourself back in the recruitment seat quicker than you’d like. After all, the work only flourishes when you have great employees on the job. 

 

So, to help make things easy for you, we’ve put together seven critical stages of recruitment that are guaranteed to provide you with top-notch results. 

 

Seven critical stages of recruitment

 

1.     Be aware of your employer brand and needs

Before you dive in and post the job ad, you must take a moment to 

 

·       Reflect on your employer brand – the company values, mission, and even the staff reviews. This is your ‘why work here’ section of the job ad. The better you understand it, the more targeted and clear it will be to prospective candidates. In turn, you’ll receive more relevant applications and hire right. 

 

·       Consider the need for the position by forecasting the organisational needs and revenue. This also includes reviewing the roles and responsibilities of current staff, the organisational structure, and the qualities you are looking for. By doing so, you may find that there is no need for external recruitment. 

Why choose us on blue paper

 

2.     Scale your recruitment strategy

This is where you take a leaf out of marketing’s book to nurture the ideal candidates. Begin by adding personalised content about the desired candidate to capture their interest. Think about including

 

·       Job-based competencies – For instance, the capabilities required for the role. Are you looking for a leader? Or someone that can grow into a leadership position?

 

·       Team-based competencies – This is where you consider the skills required from a team-working perspective. Are they good with people and working with different personalities? 

 

·       Firm-based competencies – Ask yourself, how well will the candidate fit the organisation's culture? What traits are required? 

 

Wooden blocks with arrows pointing upwards on a gray and yellow background.

3.     Expand your search pool

You don’t have to do it all yourself. Sometimes the best leads come from internal staff, external recruiters, suppliers, or service providers. So, go ahead and spread the word! 

 

Blue stick figures networking on a recruitment ad

4.     Make the application process easy

Now that you’ve done the groundwork and laid the foundations, it’s time to optimise the process to make it easy and accessible for the end user. This means keeping the application form simple and ensuring the processes you put in place are mobile-friendly. 

 

A man applying to a job on his mobile

5.     Improve the quality of your assessment and selection

Now that you’ve led the right candidates to your door, it’s time to filter and screen. At DukeMed, we offer the digital talent dashboard to save time and keep things moving quickly. The Talent Dashboard takes your shortlist review to a whole new level. It allows you and your team to 

 

·       interact with the candidate,

 

·       view candidate videos,

 

·       review resumes, salary info, and notice periods, and,

 

·       if you find one that fits the bill, you can invite them for an interview. 

 

Let’s not forget the reference checks. This can be one thing that holds up the process for weeks. To avoid such delays, at DukeMed, we use Vitay’s automated reference-checking software, so you can save time, hire better candidates and increase employee retention rates. Vitay’s mobile-friendly platform allows us to request references within 60 seconds and receive feedback within 24 hours. So, you no longer have to wait days to reference-check the perfect candidate. 

Smiley faces used for reviews on a blue background

 

6.     Provide an offer that’s too good to resist

Remember, you’re not the only company that the candidate may have applied to. Plus, if they’re good at what they do, the competitors are sure to be circling the waters! So, if you’ve found your gold-star candidate, it’s time to reel them in with an offer that’s too good to refuse; before your competitors snap them up. For some, this may be an exceptional salary package, and for others, the flexibility of hybrid or remote working. Remember, more and more people are refusing offers if they are not getting what they want. 

 

In the meantime, don’t discard those that came a close second. Nurture and keep them engaged with your company’s activities. Keep them at the top of your list should the need to recruit arise again. 

 

A person signing a new job contract

7.     Integrate the new employee into the company culture

It just so happens that once employees are hired, managers leave them to either sink or swim. In turn, integration difficulties are one of the reasons why new hires leave within two years. 

 

So, roll out that red carpet, show your commitment, and put in place a solid onboarding program that makes the new hire feel at home. 

 

A person holding a post it with the words welcome to the team

Hire better this year with DukeMed

While we're all systems go here at DukeMed for the new year, if you’re planning to hire the perfect talent this year, jump into my Calendly to arrange a chat! 

 

Remember, you don’t have to do it all alone!

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