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Tips to optimize your recruitment process

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Human Resources

05 May 2022

Nowadays, more and more companies understand the significance of recruitment strategy and its influence on the successful operations of a company.

Many companies see a lot of people leaving all the time. At the same time, hiring new employees is an expensive business. The average cost of hiring an employee is around €6,600, according to a EurDev.

The recruitment process is not only expensive, but it is also very complicated. Hiring a new employee requires allocating multiple resources for interviewing, onboarding, and training stages.

As you can probably tell, recruiting is no easy job.

That’s why we have created an in-depth guide to help you optimize the recruitment strategy. Let’s see how you can make the process easy, convenient, and affordable.

Review your standardized recruitment processes

Most probably, your company has a standardized recruitment process in place. At the first glance, this is a very logical structure to have in an organization. But there is a tiny problem many companies experience when following a standardized recruitment process.

In theory, the standardized procedure should save time and cut costs. It’s not always like that. Strict adherence to this procedure causes companies to treat every role and position the same way about recruitment. This approach neglects differences between positions.

Think about specific approaches that are required to attract different profiles. This does not mean that you need to completely abandon the standardization of processes. Instead, follow the general guideline, but consider what people from different backgrounds and competencies expect from the recruitment process.

Improve Candidate Communication

Even if your approach towards hiring a new person is very well-though, ineffective, or inconsistent communication can ruin everything.

Look at the issue from the candidate's perspective. You have read the job description carefully, drafted an excellent cover letter, updated your CV and sent all documents to the company. And now, you are struggling to get a feedback… How frustrating would that be?

A couple of years ago, poor communication would cause your company to lose one or two good candidates. Nowadays, stakes are much higher! Today, inconsistent communication may result in tens of negative reviews online, discouraging other top talents of applying for your future jobs.

Craft Clear Job Descriptions

As inconsistent communication leads to frustrated candidates, so do unclear job descriptions.

Work with hiring managers to create job descriptions that provide specific and in-depth details about vacant roles. This will help you in two ways. First, clear job descriptions can help you stay on track in your search process. You will know who you are looking for and what your perfect candidate looks like.

Detailed job descriptions will help candidates understand what the company's exact requirements are.

When writing a job description, make sure you include the following information:

List of in-demand skills for the position - mentioned which skills are mandatory and which competencies can be an advantage. Without that information, you might not receive applications from the right candidates!

Duration - always mention the duration of the job or project. If you have a temporary opening, do not forget to include exact details about the timing.

Information about salary and other benefits - Sometimes, companies prefer not to mention the salary amount in the job descriptions. That’s understandable, but you should at least include an approximate range. In this way, candidates will have to adequate expectations.

Focus on Internal Mobility

It’s much easier and affordable to hire internally and promote from within. Promoting from within means that the company selects talented employees to go through the training process and move to higher positions.

This approach will not only decrease the cost of hiring but will also motivate your current employees, reduce turnover rates and increase efficiency. To make this practice more consistent you can create an internal mobility program.

To do that you need to map out your team members’ skills. This will help you identify the potential of each employee you have. In addition, you’ll understand which skills you’re truly lacking in-house, which will help determine what kind of professionals you need to look outside your team.

Encourage Employee Referrals

Even if you can’t promote from within and need to look for a perfect candidate outside the company, your employees can still help in that. You can use an employee referral program for those cases.

The employee referral program is an internal recruitment method that organizations use to identify potential candidates from their existing employees’ social networks.

Use employee referrals by encouraging your employees to refer their peers for your openings. This will drastically improve the quality of candidates that apply. Numbers can prove that: 47% of referral hires have greater job satisfaction, perform roughly better than average, and stay longer at companies.


In addition to following the recruitment tips from above, try to be ethical and professional. Improve candidate experience when it comes to recruitment. This does not need any special planning or techniques, treat people who apply with due respect and attention!

Take a moment to identify the weak areas in your recruitment process well before you start thinking about optimization. We hope that this guide has given you some great tips and inspiration on how to take your recruitment process to the next level.

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