What are the fundamentals of recruitment?

Not all recruitment is high-stakes; there is often an abundance of applicants for simple or entry-level roles, and some short-term contracts (like cover for emergencies or extended sick leave) may need to be filled at short notice. But if you’re reading this guide, you are probably looking for more than a simplified or rushed hiring process. Finding the right person for the job requires a strong understanding of the business (including its needs and work culture), the ability to assess the skills, personality and potential of candidates, and a healthy dose of lateral thinking to attract fresh talent. Before we jump into our tips for recruitment success, let’s first go over the fundamental tasks and considerations of the recruitment process:

• Understanding the role and the organisation’s broader hiring needs: this includes knowing exactly what the position entails, where it fits into the team and which hard and soft skills are being prioritised
• Writing engaging and accurate job descriptions: clear descriptions and an overview of the company culture can help attract the right candidates. Where possible, include salary range and benefits to help align applicants’ expectations from the outset.
• Sourcing and attracting talent: this is often an ongoing, strategic process to reach current and future candidates, involving job ads, networking, direct outreach and referral programmes.
• Handling screening and preselection: most recruiters pre-screen candidates before passing them on to the hiring manager. This involves reviewing CVs and cover letters, using technology and creating shortlists of promising talent.
• Managing the candidate experience: as representatives of the hiring company, recruiters should maintain respectful and transparent communication with candidates throughout the outreach process, even if they work as independent contractors.
• Collaborating with stakeholders: recruiters typically work closely with hiring managers, HR departments and sometimes finance departments and company executives to align on expectations, budgets and timelines

10 recruitment tips for you to implement

Below are 10 recruitment tips that can help you develop a successful strategy that’s low in stress and high in rewards:

1. Take a proactive approach

Waiting for great candidates to come to you may not be the most effective strategy in many sectors. Proactive recruitment involves actively sourcing candidates, then building relationships with potential future recruits to keep your pipeline full, even if there isn’t a live vacancy. Monitoring industry trends and anticipating which skills might grow in demand over time can also be part of this proactive approach.

2. Leverage referrals

Those who have been in the recruitment field for a long time know that some of the best candidates often come via word-of-mouth. Setting up a formal channel to support this can help streamline the process. Typically, this would be an employee referral scheme, whereby employees are encouraged to refer their contacts for open positions, often in exchange for incentives, provided that the candidate is ultimately hired. A major advantage of referred candidates is that they’re essentially pre-vetted in terms of fit, values and work ethic. They may also be more likely to stay longer when they have an existing connection with someone on the team.

3. Lean on your network

Networking is a central element of recruitment. This may involve attending industry events or job fairs to scout for potential candidates or joining professional groups and associations where you can connect with industry thought leaders, many of whom could become valuable sources of referrals. Maintaining an engaging and up-to-date presence on social media platforms can help you build community online too. Networking is often reciprocal, so take note of which people have been especially helpful and consider what you may be able to offer them in return.

4. Collaborate with hiring managers

Ideally, recruiters and hiring managers have a strong working relationship and operate as a team. It is a good idea to lay the groundwork for strong communication early on. Here are a few questions you could ask upfront to make sure you’re both on the same page:

• What are the non-negotiables for this job?
• Where can the team be flexible?
• What hard and soft skills do we need to prioritise?
• What does the ideal candidate look like – both on paper and in terms of culture fit?
• Are there any internal candidates or people on your radar already?

Regular check-ins, aligned timelines and transparent feedback can all help maintain momentum and reduce mismatched expectations.

5. Embrace new technologies

Used as a complement to human judgment, digital tools and emerging tech can help streamline every part of the recruitment process.

An Applicant Tracking System (ATS) is one of the most popular automation tools in recruitment. This software helps you manage job listings, track candidates and store information in one central place, ultimately saving teams hours of admin time and minimising the risk of overlooking qualified candidates. Today, many systems even include integrated video interviewing, skills assessments and automated messaging.

AI is having a significant impact on the working world, and recruitment is no exception. AI tools are reshaping how recruiters source, evaluate and communicate with candidates, opening up new pathways to greater efficiency and better matching. Machine intelligence like Indeed Smart Sourcing helps recruiters pair roles to the most suitable candidates, drawing from a database of inputs like skills, experience and what the jobseeker is looking for.  

AI tools can also perform actions like identifying transferable skills, analysing hiring trends and tweaking job descriptions to be more attractive, among other tasks. It can also help companies to meet their diversity and inclusion goals.

Recruitment is increasingly becoming AI-driven, freeing up recruiters to focus on higher-level, strategic tasks. To stay ahead, it’s wise to build your AI skills and embrace continuous learning, encouraging your team to do the same.

6. Offer a human touch

Automation should always enhance the recruitment process, not become a complete replacement for the human touch. Aim to keep communication personal where possible, especially for rejections and interview invitations. How you communicate with potential future employees shapes their perception of the company you’re recruiting for and can set the tone for the hiring and onboarding processes. This is especially important in competitive fields, where the best talent is highly sought after. Treating candidates with compassion and respecting their time and effort, for instance, a quick email update, a follow-up call or a personalised rejection note can go a long way.

7. Apply critical thinking

It’s good practice to assume that artificial intelligence won’t point you to the most suitable candidate 100% of the time. There are many nuances in the recruitment process that require human oversight. Critical thinking and intuition are two advantages humans have over machine intelligence, which should be used whenever possible.

Recruiters and hiring managers use a range of strategies to build candidate shortlists. One increasingly popular approach is skills-first hiring prioritising candidates’ demonstrable skills over formal education or career history. Critical thinking can help you determine which strategy is best suited to the specific role and the organisation’s broader needs.

Read more: A better recruitment strategy makes for a better candidate experience (an Indeed e-guide)

8. Use social media to reach talent

Even though the popularity of social media platforms fluctuates in terms of usage and engagement, it can still be a powerful tool for recruitment, especially if you’re targeting candidates or potential recruits who aren’t actively seeking a new job. On many platforms, you can use ads to promote job opportunities directly, or you can try a more subtle approach by focusing on building connections within relevant communities and engaging with users.

If you’re an in-house recruiter, consider collaborating with the marketing team to create content that promotes the company as a desirable employer. Well-received content styles include behind-the-scenes footage, employee takeovers, Q&As and ‘day in the life’ videos.

9. Connect with colleagues or mentors

Recruitment can be a high-pressure job, often involving tight deadlines and multiple vacancies at once. And with the rise of remote work, colleagues may not always be physically present. Building a robust support network can act as a buffer against stress and help you maintain perspective. Try reaching out to colleagues and peers, even if they work at a different organisation and make a point of seeking mentors who can offer guidance and support your professional growth.

Regular chats can spark new ideas or help you find solutions to persistent challenges. If you’re working independently or remotely, you could also join virtual communities to stay connected and engaged.

10. Maintain healthy work habits

Healthy work habits are essential for thriving in any industry, but they’re especially important in high-pressure fields like recruitment. Below are a few key habits worth reviewing. If any are missing from your current routine, consider how you might gradually incorporate them into your workflow.

• Stay organised: mistakes are more likely when systems are disorganised. Clutter, whether physical or digital, can affect your ability to focus or work efficiently. Create systems that support clarity and easy access to essential information.
• Tackle challenging tasks at the optimum time of day: ‘Work smarter’ advice often recommends tackling the hardest task first thing in the morning. While this may work for many, energy and concentration levels vary throughout the day. Try to pinpoint when you usually feel the most energetic, focused or motivated and schedule your challenging tasks in this time slot.
• Minimise distractions: email notifications, news alerts, popups from messaging apps, whether work related or personal, can all scatter your focus. Aim to turn off any notifications that aren’t strictly necessary for your work day and use do not disturb mode for when you really need to lock in.
• Avoid multitasking: when recruiting for multiple roles, it may be tempting to continuously task-switch. However, this approach has been shown to actually reduce productivity, efficiency and negatively impact concentration levels.
• Keep a good work-life balance: working longer hours can be common in fields like recruitment, especially during busy seasons. So, when you’re off the clock, set firm boundaries between work and your personal life. Use out of office messages, keep a separate phone for work that’s switched off after hours and make time for family, hobbies, fitness or community engagement.

Recruitment is constantly evolving, but its primary aim remains the same: finding the right people for the right jobs. As the working world changes, so do the demands on recruiters. Staying curious, learning new tools and committing to genuine human interaction may help you adapt and secure better candidates, whatever the future holds.

FAQs about recruitment success

What common mistakes do new recruiters make?

New recruiters often fall into the trap of valuing quantity over quality or not taking enough time to understand the hiring manager’s expectations or the nuances of the role. Asking the right questions early on and focusing on building connections over quick wins can help you avoid these pitfalls.

How can I build better relationships with passive candidates?

Candidates who aren’t actively jobseeking may respond better to relationship-building over time. Sharing relevant content, congratulating them on career milestones or simply checking in without an agenda can lay the foundation for future conversations, especially when they are ready to consider a new opportunity.