Recruitment
Tips for successful recruitment
19 SEPTEMBER 2023
How do you make a recruitment successful?
A successful recruitment starts with a clear job profile and ends with well-planned onboarding. The most common mistakes are unclear requirements, too narrow a search, too long a process and forgetting about culture fit.
- Create a clear job profile with both skills and personal qualities.
- Write an ad that sells the role and the workplace, not just a list of requirements.
- Reach passive candidates through social media, networks and headhunting.
- Use structured interviews and assessments for a fair selection.
- Keep the process fast and communicate with every candidate.
- Check references and plan onboarding before the person starts.
Time to recruit? Great! Raising a few question marks? No problem. We asked our own experts to answer the questions a hiring manager is likely to have.
So if you want to know what makes a recruitment process objective, how to create a positive candidate experience or how to catch the interest of the right candidate, you have come to the right place. Let us start from the beginning.
How do you make recruitment objective?
The key to objectivity in recruitment is being self-critical. The first step is admitting that we all have biases. Try to reflect on them and why they appear, both during interviews and when reading CVs. Being aware of your biases helps you make a more objective assessment instead of relying on preconceptions. More tips:
Ask the same questions
Ask all candidates in the process the same questions. Interview questions can of course vary somewhat with experience level, but keep the general questions consistent so every candidate gets the same chance to answer.
Compare fairly
Do not compare candidates with each other. Assess them only against the job requirements for a fair, objective evaluation.
How do you define clear job requirements?
To create a clear set of requirements that also appeals to relevant candidates, involve several people in the process, ideally someone in the same or a similar role today. Also make sure that:
You do not have too many requirements
An overly long and detailed list can put off potential candidates and feel unfocused. Sort out what is must have and what is nice to have, or the pool may become far too narrow and you may miss an interesting, relevant candidate.
The requirements are realistic for the market
Be objective here too, and make sure the hard requirements are reasonable for the salary you offer. Ask yourself: who will this offer attract? Do the listed experiences add diversity to our existing team?
Complement instead of copying
When replacing someone, it is easy to base the requirements on the previous employee. It is useful to have a reference point, but everyone is unique and finding an identical copy is impossible. Use it as inspiration and stay open so you do not narrow your target group. Read more in How to write good job requirements.
When candidates can relate the questions to their own experiences, you get the most detailed and honest answers.— Ellinor Hellberg, Head of Recruitment Delivery
Which questions should you ask, and what answers should you listen for?
When it comes to interview questions, transparency is what counts. Ask open questions, stick to the job requirements and give candidates room to think. Here are two questions to ask yourself before you ask the candidate anything.
Is the offer transparent and honest?
Be transparent about your current employer offer and avoid putting lipstick on a pig.
Can the interview questions be answered with yes or no?
If so, rephrase them as open questions. Ask questions candidates can relate to and answer from their own experience. In other words, more like: What made you enjoy your last workplace? Rather than: What do you think makes a good company culture?
The key ingredients of a successful recruitment are a clear set of requirements, objectivity and keeping the company’s employer brand in mind.— Julia Harrysson, Talent Manager
So, to sum up…
A good recruitment process is the same for all candidates, in questions, treatment and assessment. It is clear, structured and follows the same order, with no sudden, unexpected steps. And finally, it gives feedback, whatever the outcome. Don’t keep them hanging: every potential candidate you meet is a billboard for your employer brand.
Looking for a recruitment partner?
Oddwork recruits specialists and managers with your employer brand in every step. Read more about our recruitment services.
FAQ
Frequently asked questions about recruitment
How long does a recruitment take?
It depends on the role and the market. Specialist and management recruitments often take several weeks to a few months including notice periods.
What does a recruitment agency cost?
The fee is usually based on the hired person’s salary and the complexity of the role. You should always get a clear proposal before the assignment starts.
When should you use a recruitment agency?
When the role is hard to fill, when you lack time or network, or when you want to reach candidates who are not actively looking. How we work with recruitment.