Top tips for a successful recruitment process
Last updated on 5 October 2022
The recruitment process can be challenging as you look for the right addition to your organisation.
And when it comes to that first in-person job interview, it is more than just the candidate selling themselves. You are also selling your organisation as the best place for them to advance their career.
That’s why it pays to be prepared. Have a clear focus on the information you want to uncover and the image you want to present.
From asking the right questions to providing motivating factors, these tips will help you hold a successful job interview.
Define what you want from the role
The starting point for recruitment is defining what you want the role to look like. Do you want the position to be exactly the same, or is there room to include extra responsibilities?
If possible, hold an exit interview to better understand the perspective of the previous employee. You can find out whether their role was well defined or if they felt there was any ambiguity with expectations or requirements.
Use this information to decide whether there is scope for growth or to break apart the position. You may even be in a position where you could hire two people for a better workload spread.
By taking the extra time to assess your options, you can avoid any ad-hoc changes once a person is in the role. It gives everyone involved the best starting point once hired.
Write a clear and informative job description
Job descriptions set the tone for what you want in a candidate. This is also your first opportunity to sell your organisation’s workplace culture and what you have to offer.
Finding a successful candidate requires both parties to be upfront and honest, according to Consultant and Business Support Specialist, Renae Sullivan.
That’s why the job description is just as important as the questions you ask in person.
“Too often I see job ads where everything sounds rosy, but you need to paint an accurate picture of what the role’s going to look like,” Ms Sullivan says.
“You have to be able to describe the culture, the team, day-to-day tasks and challenges they’ll face because you don’t want someone to walk into something they’re not prepared for.
“That doesn’t help anyone; they’re going to leave if you’re not honest about the job.”
Make sure you outline all your desired responsibilities, skills and experience. Also include an interesting introduction to your organisation, culture and any standout features such as additional on-the-job training, travel or career progression opportunities.
Ask the right interview questions
When you have shortlisted candidates for an interview, how do you ask the right questions to work out if the person sitting opposite you is the right one for the job? Ms Sullivan explains that it starts with focusing more on who the person in front of you is rather than their qualifications.
“I’ve definitely seen the damage that a poor interview process can have, whether it’s a bad hire or not being transparent through the process,” she says.
“Ask questions to see how a person has behaved in the past, as that’s going to dictate how they’ll behave in the future. Or how they speak about their former employer or colleagues.
“You’re looking at the way they answer questions, [for example] if they use ‘we’ or ‘I’ in their answers to see whether someone really took charge of a situation or just assisted with a task.
“You want to get all those anecdotal stories that demonstrate not only their strengths and weaknesses but also their personality to see if they’ll be a cultural fit.
Questions to help you better understand a prospective employee, their work history, and any expectations or goals could include:
- Why did you leave your last role?
- What attracted you to this role?
- Looking at your previous work experience, what has been your favourite role?
- Describe the best manager you’ve had and why you think this person brought out the best in you?
- What kind of work-life balance are you after?
Make your organisation stand out
The job market is incredibly competitive and a candidate will rarely put all their eggs into one basket. If you are interviewing the perfect candidate, it’s highly likely that another organisation is doing the same.
This is why you must put your best foot forward to stand out. Provide information about workplace benefits and the motivating factors employees want for an enhanced work-life balance.
“The motivating factors are important,” Ms Sullivan says.
“People often leave a job when they’re not getting enough hours, the jobs they’re being sent to are too far away or they’re not being paid what they want to be.
“You’ll then find they go to a competitor where they are receiving above award rates, have better rostering and better communication.
She suggests having a section on the job description with the benefits of joining your organisation, including flexibility, work-life balance, rostered days off, annual leave options, family friendly support like childcare discounts or even a health club discount.
“You want all those things that will motivate a person to want to work for you.”
Provide a clear conclusion
Even if an applicant is unsuccessful, a positive outcome is critical, and clear communication at the end of an interview will help.
Word-of-mouth referrals and conversations have a large influence, especially in close-knit industries like nursing, aged care or hospitality, according to Ms Sullivan.
“Employers need to make promises they can keep and be realistic about the recruitment process,” she said.
“I still hear from people who think they have gotten a job because of the language used in an interview, and they thought it was a done deal.
“Some just never hear back after the recruitment process – that will affect your employer brand.”
Ms Sullivan says it’s important to be upfront about the recruitment process, timeframes, and be prepared to give feedback.
“Even if they do not get the job you want them to have a positive feeling.”
Top 10 tips for a successful recruitment process
Ms Sullivan’s top tips for having a successful job interview include:
- Define what you want to get out of the role
- Ensure you have a clear and accurate job description
- Plan out your the interview questions
- Make sure you set aside time to prepare the interview room and any resources
- Find out the applicant’s career goals
- Take notes for follow-up questions or the post-interview review
- Make your organisation stand out with motivating factors
- Allow the applicant to ask questions
- Follow up with references for a thorough review
- Provide a clear conclusion to the hiring process
If you are able to incorporate each of these tips in your job interview process, you will have a higher likelihood of undertaking a successful interview.
How do you define a successful interview with a potential employee? Tell us in the comments below.