6 steps businesses can take to create an attractive recruitment process

When it comes to recruitment, companies always want to attract and secure the best individuals in the market. However, this can prove challenging, especially since organisations often underestimate the importance of treating recruitment as a two-way process.

The view that the recruitment process is about only the candidate needing to convince the company of their worth has long been revolutionised. In recent times it has become just as important that the company convinces the candidates that they are the best place to work for. One way an organisation can do this is by providing an excellent recruitment experience.

The hiring process is often a key indication to candidates as to how the company operates and treat their staff. It is critically important for businesses to keep this in mind as no company wants to lose out on their preferred candidate as a result of easily avoided mistakes made during the interview process.



Here are 6 simple steps you can take as a business to make the recruitment process as attractive to candidates as possible:


1.) Clear interview process

It is essential to have a clear, structured approach to hiring. This way any confusion gets avoided, as well as giving you the ability to manage candidates’ expectations. Let candidates know at the beginning how many stages the process will be, what the stages entail and who will be involved in the process.


2.) Two-way meetings

An interview should be treated as a meeting that benefits both parties. Candidates will always want to ask questions about the role and company to understand whether they want to work for you, which is as important as it is for you to understand whether you want to hire them. Make sure you give candidates the chance to find out what they want to know.


3.) Reasonable timescales

Unfortunately, feedback after interviews can often take several weeks and sometimes even months. Most candidates are involved in several recruitment processes at one time and if you wait too long they might get snapped up by one of your competitors, so make sure you provide feedback and next steps as soon as possible. A speedy process also shows that your company is dynamic and that approvals on decisions don’t tend to take long, which is attractive to most candidates.


4.) Growth Opportunities

When candidates join you, they are in for the long haul; they envision themselves with you in the upcoming years, bringing value to your organisation. It is, therefore, important to provide candidates with a clear ideas to how they can potentially grow in the position, so they understand the career prospects they have with you.


5.) Values, Ethos and Corporate Social Responsibility (CSR)

These are extremely important. More and more people value the emotional identity of a company over a lot of other key aspects. When applying for a role a potential employee wants to see whether their values match the company’s values and whether their future employer takes corporate social responsibility seriously. Make sure you have a dedicated section on your website so applicants can easily find it.


6.) Information about leadership

Another simple change you can make to your company website is to include a brief summary on the Senior Leadership of the business. Often companies list their senior management team on the website with a name and picture, however, not all companies have a summary about each executive. It helps candidates to get to know who they will potentially be working with, for example, what education do they have, where have they previously worked, what hobbies do they enjoy. If you don’t want to spend time putting a summary together for each you can also just link their LinkedIn profile!



Always remember – hiring is a two way process and both parties need to be convinced that it is the right fit. These steps will certainly help you to present yourself well in the market!




By Lea Weber

About Lea Weber: Senior Consultant Lea works exclusively within Natural Resources and Infrastructure.

Please feel free to get in touch: lea.weber@conciliumsearch.com or on LinkedIn.