4 Ways to improve your recruitment process
4 Ways to improve your recruitment process
By Dané Meyer on Aug 17th 2021
By Dané Meyer on Aug 17th 2021

What makes a good recruitment process?
Your ideal recruitment process should not cost your company too much time and resources and at the end of it, should have you a successful candidate.

If you are currently experiencing the opposite, you need to make some adjustments. You can start improving your recruitment process with these five easy steps. Not only will you save time and money, your hiring outcome should also be more successful.

Be specific about your advertised position

Your recruitment process starts with identifying a vacancy in your company. Once you decide to advertise the available vacancy, it is important to make that advertisement as detailed and clear as possible.

Have an accurate job title and description outlining the expectations and duties within the role. Most importantly, be specific about the requirements for the position. Once you have an accurate and detailed job posting, potential candidates can have a clear understanding of the position and can influence the relevancy of your applications.

Assign clear role responsibilities

Whether your recruitment team is made up of two or ten people, make sure everyone understands their responsibilities in the process.

A lot of recruitment processes get derailed by parties who aren’t sure of their responsibilities or when specific duties should be executed. A good idea would be to set up a process flow with deadlines and send it to all involved parties.

Filter according to minimum requirements

You have already decided on the requirements for the position when the vacancy was first advertised. Use these requirements as a filter for the applications you have received.

If you are using an online platform like JOBJACK, filtering is made easy and can be done on the platform itself, no need to manually filter through all the applications.

Add an extra screening

Having an extra screening process, besides your requirements, can be of great help.

Your screening can depend on the type of position you are recruiting for or the type of candidate for correct company fit. For example, if you are looking for someone for a data entry position, having candidates do a short test on Excel would be beneficial in order for you to gauge their proficiency. If you are looking for a certain personality type to join your team, have them do a personality test or check their references.

These steps can be done as an application requirement or can be used only on shortlisted candidates.