5 Best Recruiting Practices for All Types of Companies

Recruiting, as you know is a competitive industry. Candidates are here today, gone tomorrow and recruiters are left constantly trying to stay ahead of the curve. It’s easy to get overwhelmed with the number of searches assigned per recruiter or the general process, but if you follow these best recruiting practices, you can stay at the top of your game.

1. In the Loop

In today’s complex world of recruiting, making sure that your candidates know where they are in the process is key. At first this is as simple as an autoreply letting them know their credentials were received (though a more human way of reaching out is ideal), but as applicants get further into your recruitment process, they need to be told constantly where they are in the pipeline. There is a genuine possibility that if you don’t set clear expectations of times when they will hear back that a candidate will take a less appealing offer to be on the “safe” side.

*Pro Tip! One casual way to check in with candidates is via social media. Send them a tweet and let them know you enjoyed interviewing them! A personal touch really goes a long way with candidates.

2. Clarity of Process


Before you even start recruiting for a position it is crucial to know exactly what you are looking for from a list of ideal skill sets, to a file of people who you’ve already ruled out. Is the same person is applying for a different position at your company? Why were they wrong for the role when they were interviewed previously? Knowing 100% of the must have’s that are needed for the position’s success and what can be a bonus attributes will help you isolate the right person faster.

*Pro Tip! Write out your non-negotiables. It may seem like extra work, but the next time you hire for this position you’ll have a pre-made resource right at your finger tips!

3. The Right Person

Every recruiter loves to have the problem of too many candidates, but don’t forget that quality is more important than quantity. Make sure your candidates are coming from the right associations, have the right backgrounds and are genuinely interested in the jobs you have to offer. Wasting time with a plethora of the wrong candidates can ultimately make you lose the right person who could be waiting in the wings.

4. More than a Resume

It’s really important for recruiters to see the whole picture when it comes to candidates. With Applicant Tracking Systems (ATSs) and other technological recruitment advances that promote key word search, it can be easy to look at applicants as walking resumes. Don’t fall into that trap! Learn as much as you can about candidates while you can. This could mean trying to understand why they would or wouldn’t take a job, what the compensation make or break point is and what sort of goals they have in the long-term. It’s important to understand the candidate. For instance, if commuting is an issue for your candidate and your company is an hour away, it will become obvious that credentials or no, this person might not work.

*Pro Tip! A lot of information can be found on a candidate’s LinkedIn profile. Causes that are important to them, accomplishments and many other projects they’ve been involved in can help you make an educated mental leap toward understanding their values.

5. Speed


There’s a fine line between a thorough sourcing process and wasting time. If you know the candidate is right for the position you are looking to fill, every effort should be made to extend an offer. The recruitment environment is competitive and chances are if the candidate looks good to you, then they look just as great to another employer. To stay relevant in the candidate’s search, you should advocate offering the position as early as you can while still being diligent in your research. After all, there is that old saying that states, “time kills all deals.” Don’t let time take your candidate!


Recruiting is important work. After all, people are the reason companies thrive! If you liked these best practices for recruiting, subscribe to read more.

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