Hiring the right people is essential to the success of any business, but in a business that’s proactively scaling, it’s even more critical.
As you grow, every new hire will impact your culture, your productivity, and your ability to keep moving forward.
But here’s the thing: it’s not just about finding the perfect candidate.
It’s about having the right recruitment process in place to ensure that you do.
If your hiring process is rushed or unstructured, you’re more likely to end up with the wrong person in the role – and that’s a mistake I’ve seen many a business make in my years as a business coach.
A solid recruitment process helps you find the right people faster, ensures a better candidate experience, and sets new hires up for long-term success.
Here’s how to get it right:
- Define What You’re Looking For—Before You Start Looking
The first step to a great recruitment process is clarity. You need to know exactly what the role entails and what kind of person will excel in it.
Too many businesses start the hiring process without a clear job description, hoping they’ll “know the right person when they see them.”
Spoiler alert: this rarely works!
Take the time to define not only the responsibilities of the role but also the qualities and skills that will make someone successful.
What does the ideal candidate look like in terms of experience, attitude, and cultural fit?
What specific contributions do you expect them to make in the first three, six, or twelve months?
Having this clarity upfront will guide your entire recruitment process and help you make better decisions.
- Craft a Job Posting That Stands Out
In today’s competitive job market, you need to sell your company as much as candidates need to sell themselves.
A generic job posting that lists a bunch of bullet points won’t cut it. Instead, create a job posting that reflects your company’s personality and values. I coach the AIDA method associated with advertising copywriting.
This not only attracts the right people but also helps set expectations for what it’s like to work with you.
- Streamline the Screening Process
Once the applications start rolling in, it’s easy to get overwhelmed – that’s why you need an efficient screening process.
Start by identifying your non-negotiables – those must-have skills or experiences that a candidate needs to even be considered.
This will help you quickly narrow down your pool of applicants.
From there, consider using screening calls or interviews over Teams / Zoom to get a feel for whether the candidate is a good fit before investing time in a full interview.
- Conduct Structured Interviews
When it comes to interviews, structure is key.
Unstructured interviews, where you just “wing it,” are not the way forward.
Why?
Because they leave too much room for personal bias, and you might end up making a decision based on gut feeling rather than actual evidence.
Instead, develop a set of core questions that all candidates are asked, focusing on both their skills and how they’ll fit with your team.
Include situational or scenario-based questions to see how they think on their feet and how they might approach challenges they’ll face in the role. We also use Brad Smart’s ‘Top Grading’ interview method to get an in-depth view of a candidate’s ability, competency, and likelihood for success.
Make sure you involve multiple team members in the process to get a well-rounded view of each candidate.
- Use Behavioural Profiling, Skills Assessments and Trial Tasks
Resumes and interviews can only tell you so much.
If the role requires specific technical skills, consider incorporating a skills assessment or trial task into your recruitment process.
This allows candidates to show you what they can do, rather than just telling you.
For example – if you’re hiring a sales manager, have them prepare a mock sales pitch.
A well-designed task can reveal a lot about how someone thinks, works under pressure, and approaches problem-solving.
- Create a Positive Candidate Experience
Recruitment is a two-way street.
Just as you’re evaluating candidates, they’re evaluating your company.
If your process is disorganised or overly slow, it can leave a negative impression on the candidate.
Let candidates know what to expect and stick to your timelines.
Provide constructive feedback when necessary and be transparent about next steps.
- Evaluate and Improve
After every hire, take some time to reflect.
Did the process work as intended?
Were there any bottlenecks?
Use this feedback to fine-tune your process for the next round of hiring.
Business growth comes from having the right people in the right roles.
Don’t leave your hiring to chance or gut instinct – create a structured, engaging process that ensures you’re bringing on board individuals who will thrive in your business.
With a recruitment process that’s clear, consistent, and candidate-focused, you’ll not only find great talent but also create a team that can help you scale your business successfully.
Need help with your strategy, process or implementation to get the right people, with the right attitude in the right seats in your team? Book a free 45-minute session with me today.
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