Are you looking for ways to improve your company’s recruitment process? Follow these 11 recruiting tips, make the adjustments to your methodology, and see the improvements in no time.

1. Utilize the tools available

First and foremost, use the “careers” or the “job opportunities” page on your company’s website to post job openings. It is also ideal to post on other online job hunting platforms – some of which might require payment, while some might be free. We suggest that you post on both platforms. However, you should do research on the number of subscribers or visitors of paid sites to be assured of your money’s worth. Job-hunting platforms usually keep the profiles of applicants, which makes it easier for you to know if an applicant is suitable for the role or not.

2. Be specific on the requirements of each position

Specify all the required skills, years of experience, characteristics, and other preferences of the role (i.e. address, educational attainment, etc.). This way, you can filter the applicants, easily reach your target professionals, and have a higher chance of getting the right people for the role.

3. Utilize social media for job posting and research

Social media sites such as Facebook, LinkedIn, and Twitter are very effective for reaching people. If you’re mass hiring, it’s a good idea to post your job-opening on these social media sites to quickly attain the number of applicants you need. In case you already have specific candidates for the role(s), you may also use social media sites to learn more about the candidates – more specifically on their character, personalities, group of friends, and the like.

4. Allow your current employees to apply for the vacancies

Give your current employees the chance to level up or change their career routes by having internal job postings. This has numerous benefits for the recruiters because they no longer have to do intense background-checking on the employees, since the documents are already in the HRMS (Human Resource Management System). Another advantage of this is that the employees are already familiar with the company’s culture, offers, and benefits, making it easier for them to adjust to the new role.

5. Let go of unqualified people ASAP

Don’t be afraid to let go of applicants. You aren’t helping them if you would invite them for the final interview even if you already know that they are not the best fit for the company’s requirements. Don’t waste their time and resources – and yours too!

6. Consider career goals and future plans

If you would like to know if the person will stay long in the company, ask about his/her career goals and future plans. Even if the person is suitable for the post, if you think he will not commit for at least three years in the company, you should probably consider searching for someone else. A company usually needs professionals who can serve and contribute for a reasonable amount of time.

7. Search for candidates with good character and proper work ethics

You would know about their character and work ethics through their previous employers, and by calling their references. As mentioned earlier, social media sites are also helpful on background checking. Checking if the candidates have posts containing rants about their previous work or employers is a definite sign that you should be considering someone else.

8. Offer competitive salaries and benefits

If you can’t provider higher salaries and benefits, see to it that they are at par with your competitors. Try to do some research about the salary range for specific positions and consider the value of your candidates, especially for higher positions. Provide a reasonable amount on the job posting, and mention irresistible benefits to attract high-quality applicants.

9. Research about current recruitment trends

Just like entertainment, technology, and fashion, recruitment trends are also followed by employers and headhunters across the globe. Some of the most popular recruitment techniques nowadays include providing monetary incentives for referrals, offering gifts to successful applicants, creating job-related videos for social media advertisements, and searching for suitable professionals on LinkedIn.

10. Establish a good image as an employer

Job seekers run after companies who have a good image as employers. Having such an image is highly beneficial in the long run. You can limit your paid advertisements online since people already know that your company provides good benefits, cares for their people, and sets a career path for their employees.

11. Use an effective HRMS

If your company is not yet using a Human Resource Management System (HRMS) such as Everything at Work, it’s something you need to consider right away. Sometimes referred to as Human Resource Information System (HRIS) or Human Capital Management System (HCMS), good systems will include a Talent Acquisition Module (or Recruitment Module) that will allow you to organize and keep track of manpower requests, applicants, their progress and so much more. This effectively streamlines your recruitment process and ensures that no one falls through the cracks.


Although hiring professionals is not a walk in the park, especially for vital roles in the company, the above-mentioned tips will help make your recruitment process faster and more effective.