finding recruitment talent

Tips on How to Improve the Recruitment Process 


Whether you operate in a highly competitive field like information technology (IT) or just seem to lose good candidates to competitors, it’s never a bad thing to improve your recruitment process. By taking a step back to streamline operations, you reduce internal spending while also increasing your chances of hiring top talent.

No matter what industry you operate in, finding and retaining good employees can be challenging. Moreover, the cost of hiring the wrong person can have negative reverberating effects throughout an organization – especially in management positions.

All things considered, nurturing your talent pool is one of the best ways to ensure the profitability of any business. By improving your recruitment process, you guarantee the vitality and stability of your company.

Why is it Important to Improve Recruitment?

Keeping a steady flow of new talent while also nurturing current team members will lead to a healthy and profitable business. Improving the recruitment process helps your company in the following ways:

  • Saves money
  • Attracts top talent
  • Creates credibility
  • Bolsters company culture
  • Increases profit

It’s best to think of your business as an ecosystem with mutually dependent parts. By improving your recruitment process, you strengthen your talent pool. In turn, strong team members boost company culture while also increasing profit.

What are Some Ways I Can Improve Recruitment?

A holistic reassessment of your recruitment process is the best way to decrease spending and strengthen your talent pool.

Hire Internally 

A commonly overlooked option for finding top talent is hiring from within your business. Oftentimes, you are better off putting resources into training team members who have already proven themselves than spending money to source from the outside. Even better, hiring internally ensures that you work with people who already mesh with your company culture and values – which is often half the battle.

Market Your Brand

Many people think that marketing only applies to attracting new customers. However, most marketing principles can be used in recruiting as well. That being said, developing an attractive employer brand in your given market is critical in attracting suitable job applicants.

Whether it be through job review websites like Glassdoor or word of mouth, how people view your brand has a major impact on your ability to recruit. If they clearly understand your mission and values, candidates can assess whether your company is a good match for their personality and goals.

Work with Skilled Recruiters 

A commonly overlooked fact is that recruiting is a very difficult job in itself. Not only must a recruiter be able to identify specific skill sets, but they must also understand people’s career projections. Finally, they must assess candidates’ personalities and weigh them against your company culture.

In the end, you simply can’t improve your recruitment process without strong recruiters on your team. If you don’t have an internal recruitment team, you should consider partnering with an outside agency like CulverCareers.

Develop Attractive Benefits

Especially since COVID-19, attractive benefits packages have become increasingly important to job searchers. That being said, creating innovative and thoughtful benefits packages is a great start in attracting suitable job applicants.

Examples of benefits that people value since COVID-19 include the ability to work remotely and a greater emphasis on health and wellness. If you can show that your company values a good work and life balance, you see a drastic uptick in effective employee recruitment.

How Can Hiring Efficiency Be Improved?

When you consider improving the efficiency of your hiring process, you should also keep the candidate experience in mind. That being said, you want to create a smooth hiring process to keep candidates interested, while also not neglecting any important steps with vetting and screening.

Organize HR & Hiring Managers

A great place to start improving the efficiency of your hiring process is to get your HR department and hiring managers on the same page. While hiring managers often have a real sense of urgency to get a position filled, things can slow down dramatically once HR comes into the picture – this notion is particularly true with large corporations.

Before you start even start posting jobs and contacting candidates, be sure you have everyone on the same page concerning expectations and overall time frame. With everything lined-up and organized, you can tell candidates exactly what to expect when they begin the interview process.

Standardize Applications

By standardizing applications, you ensure that each candidate undergoes the same types of steps early in the interview process. Standardization is a great way quickly eliminate unqualified candidates for a lack of basic requirements – such as having U.S. citizenship or a driver’s license.

To begin with, use the same application template for every open job at your company. Next, meet with hiring managers and the HR team to make changes for the job in question. Finally, post the application online in relevant places like your company website and job boards.

Screen Candidates Efficiently

By screening candidates more efficiently straight away, you save hiring managers and HR departments countless hours on wasted interviews. Whether it be setting your applicant tracking system (ATS) for specific keywords or training your office admins to only accept specific criteria, tighter screening saves on resources.

When candidates finally make it to the interview process, they should have met all the important criteria for the job that can be gleaned from a resume – such as minimum requirements, professional certifications, and relevant durations.

Contact CulverCareers with Questions  

CulverCareers has seen firsthand how effective employee recruitment boosts profitability. If you have additional questions about how to improve recruitment, please Contact Us.

Ty Culver headshot
Written by

Ty Culver is the Client Development Director of CulverCareers focusing on talent acquisition and workforce solutions with a wide variety of local, national and global clients.

Ty has been working in various aspects of the industry for over 10 years and developed deep expertise in Executive Search, Executive Benefit and Talent Acquisition Programs along the way. He has a range of experience from SMB to Enterprise clients and hyper specific executive searches to high volume recruiting with companies in a dynamic state of flux.

Today, Ty leads a talented team of Talent Acquisition Specialists, Executive Recruiters and Client Success Managers at one of the most respected Recruiting Firms in the Nation, CulverCareers. While leadership is a key aspect of his role, Ty still enjoys working with clients on recruiting strategies, executive benefit solutions and workforce solutions to help clients build a holistic approach to talent acquisition and talent retention.

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