7 Steps of Successful Recruitment… With a Side of Retention

I recently had the pleasure of presenting at the Associations Forum, where I shared my 7 steps to successful recruitment and how getting this right can positively affect your retention rates. 

Here’s a recap of my presentation, packed with practical tips and insights for you and your hiring team!

Step 1: Crafting a Winning Job Description

The foundation of successful recruitment starts with a clear and compelling job description. This document should be concise yet comprehensive, detailing the role’s responsibilities, required skills, qualifications, and your company’s culture and values. Involving current employees in this process, if possible, ensures the job description is realistic and accurate. 

Regularly updating job descriptions during performance appraisals keeps them current, saving you time when a new vacancy arises. In addition, including company values and culture insights not only attracts suitable candidates but also helps in setting clear expectations right from the start.

Step 2: Evaluate Your Internal Candidates First

Before looking externally, evaluate your existing team for potential candidates. Promoting from within can significantly enhance job satisfaction and retention. Internal promotions boost morale, lower training costs, and demonstrate your appreciation for company loyalty. Additionally, consider redesigning roles or sharing tasks among current employees to foster engagement and development. Gen Z employees, in particular, value learning and growth opportunities, making this an excellent strategy for retaining your younger workforce.

Step 3: Creating an Effective Job Ad

Your job ad is often the first interaction a candidate has with your company. It should be engaging, concise, and highlight the unique benefits and growth opportunities your company offers. 

While job descriptions are detailed, job ads should be more narrative and appealing. Use a compelling story to attract candidates, and ensure the ad is mobile-friendly as these days most applications are submitted via mobile devices. Incorporating keywords improves SEO and helps your ad stand out in a competitive job market. Use bullet points to keep the ad readable and ensure it includes details about the company, role, responsibilities, required skills, and your company culture.

Check out The Revise Guide to Creating Psychologically Appealing Job Ads for more detailed insights.

Step 4: Screening Applicants

The screening process is crucial for identifying the best candidates quickly. Start reviewing applications as soon as they come in to stay on top of the process. Conduct an initial telephone pre-screen to shortlist candidates, focusing on their qualifications and fit for the role. Keeping communication clear and timely with all applicants is vital. Send email confirmations and diary invites with all necessary details about the interview. Providing candidates with some interview questions beforehand allows them to prepare better, leading to more productive and insightful interviews. During face-to-face interviews, be welcoming, explain the process, and outline the next steps clearly.

Step 5: Interview Feedback and Progression

Providing timely and constructive feedback to all candidates, especially those who were interviewed, is a hallmark of respect and professionalism. This feedback should be honest and detailed, helping unsuccessful candidates improve and potentially leading them back to your company in the future. 

For those progressing, clear communication about the next steps and timelines keeps them engaged and informed. This practice enhances your company’s reputation and shows candidates that you value their time and effort.

Step 6: The Offer Stage

The offer stage is critical and should be handled with speed and precision. Make your offer promptly after the final interview stage, ideally within 24-48 hours. During the offer call, reiterate your Employee Value Proposition (EVP) and align it with the candidate’s values and expectations discussed during the recruitment process. Follow up with a written contract quickly. If negotiations are needed, approach them respectfully, considering both the candidate’s worth and your company’s budget. A quick and respectful offer process can make a significant difference in securing great candidates.

Step 7: Onboarding

The recruitment process doesn’t end at the offer stage. The onboarding process is the final yet crucial step in the recruitment journey. Maintaining contact with your new hire from the offer stage to their start date helps keep them engaged and motivated. Organise informal visits to the office, welcome events, or regular check-ins to make them feel valued – as an external recruiter I like to send my successful candidates a good luck card on their first day, it’s a small touch that I hope shows them how appreciated they are. A well-structured onboarding program helps integrate new hires into your company culture smoothly. Schedule welcome lunches, write personalised welcome cards, and set up regular check-ins during their first few months.

A positive onboarding experience sets the tone for their entire tenure and enhances retention.You guessed it… I also have an onboarding checklist for you! Find it here.

Retention Strategies That Don’t Cost Money

Beyond hiring, retaining employees is crucial for sustained success. Here are some strategies that don’t require significant financial investment:

• Hire the right people using these seven steps.
• Share responsibilities and encourage growth.
• Provide an accessible and inclusive workplace.
• Appreciate good work and tailor recognition to individual preferences.
• Conduct regular performance appraisals and check-ins.
• Encourage work-life balance and practise it as a manager.
• Offer flexibility with a mix of office and remote work.
• Provide tailored training based on individual goals.
• Build a team spirit and ensure employees feel they are making a difference.

I hope you found these insights useful. If you have any questions or need assistance revising your team, business, or recruitment processes, feel free to reach out.

Or, if you’re ever in doubt, follow my DIY recruitment checklist for employers!