When recruiting new members of staff, the process can often be long-winded, complicated and cause disruption. However, there are ways to make recruitment efficient and fast, hopefully leaving you with new employees with masses of potential to positively contribute to your company.  

First things first: attract candidates

Firstly, the vacancy and job description you put out there should be done right; make it attention-grabbing, informative and ensure it portrays your company as the great place to work that it is.

Be detailed in what skills are needed for the role, what qualities you’re looking for in a candidate and use keywords to attract the right people. Make it findable too; advertise on good credited job sites, your own website and on your social media channels, and also make it accessible on mobile; 53% of 18-29 year old jobseekers use their smartphones when looking for jobs.

The title of the job vacancy is what people first read, so again, make it attention-grabbing and descriptive of the role, but not too long; research from Employment Background Investigations revealed that job titles with 50-60 characters outperformed others (shorter or longer) by 30-40%.

People will want to know the salary you offer, so be sure to put it on there. EBI found that job descriptions which listed a salary range increased the applicants by a whopping 50%.

Once you have applicants…

If you’ve sent out an eye-catching, attention-grabbing job vacancy, you’ll probably have some applicants by now. Mike Jones, from brand development company Resound shares advice on how to be fair and evaluative when looking at applicants:

“It’s so, so easy to rate candidates against one another rather than against the role you’re trying to fill. We spend a lot of time defining the role before we begin taking applicants. Then we, as a team, rate each candidate against that role rather than against each other. This not only removes bias but also ensures we’re not simply settling for the best of the candidates we currently have.”

Then, naturally, call in candidates which stood out as potentials for the role for an interview. Schedule interviews in a way which works for you; dedicate a whole day to them, or space them out over a week if it suits.


It’s incredibly important to communicate with all applicants; those who were called in for an interview and go through relevant recruitment stages, and those who didn’t make the cut.

During interviews and afterwards, be sure to follow up in one way or another and if a candidate asks any extra questions via email for example, be sure to respond as soon as conveniently possible.

For unsuccessful employees, you’ll keep your reputation as a desirable place to work if you’re honest, polite and let them know; even if it’s from an automated email. Not giving any response will come across as rude, and that definitely isn’t how you want to portray your business.

Don’t just take their word for it

When looking through candidates, be sure to contact or ask for their references. It’s important to get a second opinion from someone who’s familiar with the candidate, their qualities and their work ethic.

It could be useful to request references from past co-workers too, and not just previous bosses. Why? A study of 20,000 job references from SkillSurvey found that previous employers reported on task-related behaviours and their working qualities (which of course, is extremely useful when recruiting), while former co-workers commented on personality traits, using words like “helpful”, “compassionate” and “friendly”.

Gathering information about a candidate from both parties can really help you get the full picture of who they are, what they can offer and how they’ll work within the company.

Laura Sewell

An aspiring journalist, Laura is our Content Writer.  Pop-punk gig-goer and drag queen enthusiast, Laura is working her way into the industry with a love of writing about anything and everything in tow.
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