Keep the recruitment process simple

When people ask us about the best way to conduct the recruitment process we always urge them to focus on what they’re trying to achieve, and then KISS… keep it short and simple.

So here’s our short guide to creating a simple recruitment process.

Step one: Marketing the vacancy The best way to ensure you get the best person for the job is to produce an honest job description that not only describes exactly what you require from a candidate but also highlights the strengths of your business and what they can expect from the role. In terms of advertising the role, using a well-regarded recruitment business is perhaps the best way forward as it’s the easiest way for you to keep the recruitment process and simple and straight forward as possible. Once you have a well-written job listing posted online, you can further publicise it through your company’s Facebook and LinkedIn pages or your Twitter feed.

Step two: Choosing interview candidates Everyone has their own way of choosing interview candidates. However, we’ve found that the best way to go about it is to set the number of interviews that you wish to undertake and avoid reading CVs as they come in. Set aside a few hours the day after the closing date for applications and go through all applications in one sitting. Make a note of the candidates you want to call for interview and your reasons. Then get a colleague to follow this process and schedule a meeting with them to refine the list.

Step three: The Pre-interview task A good way to ensure that candidates are committed to the application process and capable of fulfilling the role is to set a pre-interview task. Ensure that the task will draw on a candidate’s ability to meet the roles and responsibilities of the role. It is also worth noting that many of the best candidates will already be in full time employment, so avoid asking them to complete a huge task that is likely to take days of work. A short targeted task will allow all the candidates to shine and will not be effected by existing work commitments.

Step four: Interviews The main thing to remember is that it takes two people to have a good interview. Obviously, you want to the candidate to be on top of their game and thoroughly prepared with relevant questions, good answers and a well executed pre-interview task. But the interviewer also need to have done their preparation and research about the candidate, and also ensured that the interview location is fit for purpose. There’s nothing worse than asking a candidate to prepare a presentation and their being no Wi-Fi access in the interview rooms and building work going on out in the corridor. So here are a few tips on conducting a good interview…

Make the candidate feel relaxed. The calmer they feel the better they’ll perform Break the ice with an informal chat. This will help to calm any nerves and put them at their ease, you should then go on to introduce the business a little and the specifics of the role Don’t ask daft, quirky questions just for the fun of it. If you want a straight answer, ask a straight question Don’t over populate the interview. Only invite people who need to be there Make sure you take notes for each candidate and keep them alongside their application pack or CV Try to get at least two people in the interview. That way you can compare notes and ensure that you are being objective in your decisions Step five: Employee selection This is the big one and the evaluation of a candidate’s suitability should all come down to two big questions…

Will this person fit into the business from a skills and personality point of view?

And will they help to increase company profits?

If you conducted the interview with two or more people, schedule a few hours to go through all of the interviews and review the performance of the candidates. It’s usually best to allow the prospective employee’s line manager to play a significant part in this process. You’ll need to decide on a first choice and a back up. Ensure that you have a firm acceptance of the job before letting your second choice candidate know that they haven’t go the job.

For more help and advice on creating a simple and effective interview process drop us an email on

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