What Should Be the Ideal Recruiting Process You Can Expect?


Gone are the days when you would post job advertisements in newspapers and Internet job boards and see a slew of candidates apply. Technology has changed the world and way of our living. This has also affected the method of recruitment.

Attracting the right talent is not easy. You need to adopt a multi-thronged approach to reach digital channels where your ideal candidates live virtually. The future of business depends on your recruitment process. Here we have discussed what an ideal recruitment process should be.

Identify Hiring Needs

Hiring experts like Crooton believe that identifying organisations’ hiring needs is the first step of an ideal recruitment process. You can start by identifying the vacancies and defining the job profile for these.

Having precise job specifications is essential. For example, you need to have a clear idea about the skills, knowledge, and experience required for a particular job role.

Prepare a Comprehensive Job Description 

A job description plays a vital role in attracting the right talent. It should be not only attractive but also comprehensive. In simple words, it should tell candidates what skills the job requires. It would help weed out unsuitable candidates and attract the right talent.

A good job description would include title, job responsibilities, qualification and skills, location, compensation perks, and other benefits. The job description should avoid jargon and use the right keywords.

Talent Search

Identifying the right talent, reaching them, and motivating them to apply is part of the ideal recruitment process. Many times, your perfect candidate for a specific position might not be actively looking for a job. In that case, he/she is less likely to see your job advertisement on Internet job boards. Such candidates are called passive candidates.

To reach passive candidates, you need to post advertisements on digital channels frequented by passive and active candidates. Here are some reliable external sources for searching for potential candidates.

  • Social Networking Platforms 

Social networking platforms are massive pools of talent. LinkedIn, Facebook, and Twitter have a combined user base of 535 million, which increases your chances of hiring a skilled and efficient candidate for your company.

  • CV databases 

A CV database is a large pool of talent. Since recruitment agencies, direct employers, and corporates use these CV databases to fill vacancies, millions of job seekers register with these job boards to find good employment and growth opportunities.

Recruiters like Crooton use the best internal and external resources to find the right talent for their clients.

Screening and Shortlisting Candidates 

One of the challenging parts of the recruitment process is selecting the right candidate from a large pool of talent. To move forward, you need to screen and shortlist candidates from the pool of applicants accurately. It will help if you follow a good recruitment strategy for screening and shortlisting candidates. Here are some tips that can resolve this recruitment bottleneck.

You can use an applicant tracking system to make the screening and shortlisting tasks a total breeze. An applicant tracking system can scan resumes instantly and provide you with objective filters that will narrow down your pool of talent.


The shortlisted candidates are moved to the Interview stage, where they will receive an employment offer or a rejection note post interviews. Depending on the job profile, the candidate might be required to go through several interviews before the final selection.

  • Telephonic or Video Interviews 

The improvement in communication technologies has done away with the need for candidates to meet the interviewer in-person. Today, most companies conduct telephonic or video interviews to determine the suitability of the candidate for the job role.

  • Psychometric Testing

It is a vital part of the selection process. The candidate’s answers to specific questions help recruiters determine whether they can perform in the long haul. Psychometric tests check the candidate’s problem-solving skills, behaviour, personality type, flexibility, and the right attitude needed to perform at a given position.

  • Face-To-Face Interviews

It is the last stage in an ideal recruitment process. At this stage, the recruiter does a final evaluation of the prospective candidate and makes a job offer. These interviews are conducted by top management for a small pool of top candidates.

To sum up, today’s job market is candidate-driven. In simple words, it is the prospective candidates who are at the driving seat and not the employer. In most cases, it is prospective employees who choose the company more than the company choosing them. If you are not following the good hiring practices, the highly talented individuals will move to the company, which treats its candidates as prospective customers.


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