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Recruiting the right candidate for your organization will have a paramount effect on its operational efficiency. Apart from ensuring that you have a knowledgeable candidate, it is imperative to hire a team player.

A well-crafted recruitment strategy can multiply the chances of selecting the right candidate and show the company’s professional character.

In this article, we will navigate through a streamlined recruitment plan that will help you hire the right candidate and adopt measures to retain the candidate.

1. Create Candidate Awareness

If you think about it, recruitment is similar to a marketing plan where you start at the top of the funnel to narrow down to a few actionable leads. Just as every marketing plan begins with awareness, a recruitment plan will start with creating candidate awareness.

You need to create awareness among the candidates about your brand and what your company does. For large organizations, this step may not be necessary. For other small-scale businesses, it is imperative to create a unique brand image in the market.

More prominent companies can spend enough to advertise, but this is a challenge for smaller businesses. To combat this, you can visit fairs, create social media accounts, share your values, and mission with the people. The motive is to increase your brand image and market presence.

Some candidates are driven by a mission. They want to be a work in a growing and evolving environment. If your mission statement resonates with them, they will be more adjusted to work in tandem with your company culture.

2. Figure Out What You Need

This is the second important aspect of recruitment. As the famous proverb goes, “Knowing is half the battle won,” understanding why you need a new candidate is essential to finding the right one.

Not just your typical Job description, but you need to find out your needs from every perspective. Identify the existing gaps in your team to understand how and who can fill these gaps.

Measure the team performance against the pre-set KPIs. Analyze your lack in these domains to hire a candidate who can compensate for it. Check the qualifications of the existing team and know whether you need someone more qualified than the existing ones.

3. Research

You need an ideal candidate, but you also need a suitable candidate within your budget. HRs and other recruitment managers often face this dilemma, where they have to strike the right balance between reasonable CTC and apt skills.

More often than not, highly qualified candidates demand sumptuous salary packages bringing another challenge for the recruiters and companies.

Thus, you need to conduct thorough research on prominent platforms like PayLab, Payscale, and Caperlo. These websites help determine an average salary package for different roles.

4. Get the Word Out

Creating a flawless job description is not enough, you also need to advertise on the right platforms. Along with the marketing your recruitment ad, it is also essential to promote your brand alongside.

The motive is to attract potential candidates from dual perspectives. Creating apt adverts that personify your company statement along with attracting candidates is the key.

Further, you also need to take care of two main aspects:

  • Creating an actionable advert.
  • Sharing that advert on the appropriate platforms.

Combining this aspect with creating a good job description, you need to send a clear and concise message to the reader.

You can take the traditional way of sending adverts or leverage from the modern tools for sharing the adverts.  The latter route will get you more leads and better responses.

There are a lot of job portals and social media channels to share your adverts. Send out your recruitment requirements on these platforms while ensuring that the users find it easy to converse with you and apply for the job.

5. Advertise Internally

There is a reason to look for a suitable candidate for the job internally before you invite applications from external sources. These are the people who know what your company does and can better understand the new roles.

Having a strong HR department can help with this but in order to have a strong HR department you need to recruit strong HR talent and getting a specialist agency to do this will save you a lot of time and hassle in the long run.

There may be some potential candidates who can be promoted or transferred to work at the required position. Other than this, it is also a good choice to go through the previous applicant’s lists and call in the deserving candidate.

These measures will save you money and time that is spent on inviting new applications.

6. Screening and Interview

Screening the candidates is one of the most important aspects of recruitment. Recruiters and HRs often face difficulties in shortlisting the right candidate from a large pool of applicants.

A simple process to separate the most appropriate candidates from the others is to look at their qualifications and additional certifications or experiences. Once you shortlist the applications, try to find out any red flags from the shortlisted candidates.

This will decrease your pool to a fathomable extent and allow you to move forward with a lesser load.

When interviewing the candidates, be respectable, courteous, and simultaneously, assess the candidate’s qualities with an eagle’s eye. Since you have a keen understanding of the job description and your requirements, try to measure the candidate’s qualities against them.

7. Selection and Making an Offer

Before giving a selection call to the candidate, run a background check to know about the candidate’s past. Ensure that the person does not have any discrepancies in his/her driving records and drug tests.

Other than this, ensure they don’t have a criminal record or any kind of pending driving tickets.

The motive of running these background checks is to ensure that the company name does not get compromised in the future.

As an HR or a recruitment manager, learning to negotiate is part of the job. Candidates can demand higher salaries than the current market position. Another good practice is to convey the additional benefits and bonus package they are liable to receive down the line. This will help you convince them better.

Once you get the green light, make them an offer by sending an official Offer Letter. Your offer letter must set clear instructions and job requirements from the candidate.

8. Retaining the Candidate

In the marketing sphere, retaining a customer is much more cost-effective than attracting a new one. Similar is the case with the employees. It is better to retain the existing ones than hire new ones until and unless you are facing grave productivity issues. Whether you need a PR executive or your looking to recruit a senior accountant for the finance department, hiring right the first time is the answer to candidate retention.

Along with saving money, it will also protect you from doing manual labor and putting in all the effort again to select a new candidate.


A recruitment process that is up to date and creates an impact on the candidate, will attract the right candidate. Along with helping to speed up the whole process, a productive employee is also inherently motivated to work and grow your business.

When you move ahead in a streamlined manner, it enhances the outcome of every step. Recruiting well is an essential aspect of increasing your workforce and amplifying the businesses’ overall productivity.

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