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Perfecting your hiring process

There are no two ways about it, your hiring process could be key to your business success. Those who don’t understand it’s importance often end up recruiting people that aren’t right – or worse – missing out on the perfect candidate.

So how can you make sure that you maximise your hiring process, and get everything you need to make the right decision?

The stages

Working in digital recruitment means we understand the complexities that can come with finding the perfect candidate for the job. The hiring process has evolved over the years, gone are the days when a simple interview would result in a job offer. The process now often includes numerous stages including: initial screenings, multiple stage interviews and various tests. With candidate experience becoming increasingly important; emphasis has been given to both the length of the process, and response time between the application and final decision.

The screening

An initial phone, or video call to screen candidates could save both parties a lot of time. This stage not only to ensures the individual fits your requirements - but that your role meets the candidate’s expectations - before moving to a face to face interview. If you are working with an experienced recruiter they will have already spoke to the candidate on your behalf, however, this is not to say you won’t want to conduct this stage yourself.

The interview

You’ve whittled down the CVs - chosen the candidates who demonstrate the attributes and experience you are looking for - but what next?

It’s important to look past the piece of paper. Now is the chance to ask those nitty gritty questions, to understand whether the individual really knows their stuff by putting them to the test.

Including others in your interview is crucial, especially those who will be working closely with the employee. They may see something you haven’t, and could increase the chances of finding the right candidate.

The fit

Just as important is to see whether they fit into the company culture – what motivates them in life? What management style do they prefer? How do they work within a team setting? The ‘work environment’ has become a common factor for employees leaving. Therefore, it’s important to establish whether a long-lasting relationship between the candidate and the organisation can be made.

The test

We would recommend testing applicants in one way or another, whether that be numerical, verbal or by diagrammatic reasoning. Technical tests are common when recruiting for digital roles that require specialist skills.

Although there is an age-old debate within the market as to the overall value of these assessments within the hiring process. Ultimately testing can help you to differentiate within a large pool of applicants - to put it simply - those who possess the required attributes, and those who don’t. 

The outcome

So, you’ve found the perfect candidate that ticks all the boxes. You are both raring for them to start; however, they still have that daunting task of handing in their notice, and carrying out what can seem like a drawn-out notice period. That’s why we advise that you don’t lose touch with your new employee within this time. Even if you have used an outside consultant, it’s important for you to stay in contact. Invite them into the office to meet their new colleagues, let them see the organisation in a more relaxed setting.

No matter how long your hiring process takes, you need to ensure that you find the right candidate for you. Don’t rush or settle on a near perfect fit. You want to ensure you are not repeating the same process a few months down the line.

If you have a question about your hiring process, get in touch with our recruitment specialists. We have a wealth of knowledge and advise to help you find the perfect candidate, call 0161 714 0600 or email info@instinct.co.uk.