Best Practices for Recruiting Success

To effectively recruit new talent in 2022, it’s pivotal to come up with a strategy that engages promising candidates and encourages them to accept the job offer. At Works, we understand the importance of enhancing our employee acquisition process. We need to evaluate how to make our job offer more alluring and captivate potential candidates. What are the best methods to ensure that our recruitment process succeeds in bringing in the most qualified individuals for our company?

Would you like to find answers to the questions above? Keep reading.

HR professionals worldwide are facing challenges in finding the right talent to meet their company’s requirements. The responsibility of filling crucial positions promptly and efficiently is taking a toll on the Human Resources departments.

Around half of the companies that were surveyed reported that they were unsuccessful in meeting their recruitment targets in the past year. Additionally, as per a study conducted among CEOs of small and medium-sized enterprises, 76% of them intend to grow their workforce in 2022.

Despite the earnest endeavours of employers, the persistent problem of a scarcity of skilled workers continues to be a significant worry, especially following the Great Resignation, which caused the highest number of job openings in the past twenty years.

Thriving companies have adopted structured recruitment processes, utilizing innovative tools and techniques to remain competitive in the current job market. Here are six of the most impactful ways to improve an organization’s existing hiring tactics:

  1. Recognise the hard work of the Human Resources (HR) and recruitment teams

    Amid the ongoing pandemic, maintaining a healthy work-life balance has become a challenging task for HR professionals. According to a recent survey, 98% of HR staff experience burnout, and 97% feel emotionally drained due to the demands of their job roles.

    It’s essential for companies to acknowledge the invaluable and often overlooked work done by HR professionals. Employers can demonstrate gratitude through various means, such as acknowledging HR personnel in company meetings, providing career development opportunities, serving refreshments at events, and encouraging staff to appreciate their colleagues. These small gestures can help ensure that HR staff feel valued and respected for the critical roles they play in the workplace.

    Besides the perks that businesses can offer to their HR staff, providing them with access to yoga classes, therapy, stress management training, and other initiatives can help effectively manage their job pressures. Additionally, companies should consider providing their employees with paid time off and flexible scheduling, which can not only enhance the recruitment process, but also boost the morale of HR personnel, ultimately benefiting the organization as a whole.
  2. Look out for the ideal hiring window

    Human resource (HR) managers in the United States and United Kingdom have stated that delayed recruitment processes negatively impact a company’s productivity, with 58% of respondents reporting this as an issue. Additionally, prolonged recruitment periods can result in firms missing out on the chance to hire the most talented individuals available.

    A more efficient hiring process can be achieved by closing the communication gap between recruiters and prospective employees. This benefits both parties by allowing the hiring manager to make prompt decisions and preventing the candidate from changing their mind while waiting. Plus, it’s preferable for the applicant if the recruitment process is quick and efficient.
  3. Emphasize internal recruitment

    Human Resources professionals are increasingly recognizing the value of an organisation’s internal recruitment process, with 73% agreeing that it’s vital. A robust internal hiring procedure promotes employee retention, diversity, and inclusion, while facilitating professional growth opportunities. Employers can boost employee engagement by rewarding them with pay raises, public recognition for accomplishments, and tasks that align with their strengths. Such proactive measures ensure that employees remain satisfied and committed to the company.

    Employers can improve their chances of recruiting internal candidates by creating job postings that accurately represent the position, posting job descriptions in a prominent location, and investing in employee training and development. This attracts employees already familiar with the organization’s operations, possessing the required skills and qualifications to succeed in the role.

    It’s critical to provide employees with transparent and easily accessible information on internal hiring procedures. Internal hiring has several benefits, including reducing the cost of training new staff, expediting the recruitment process, and increasing overall productivity.
  4. Highlight the significance of employees’ essential soft skills

    When recruiting for roles, it’s crucial to evaluate potential candidates beyond their technical abilities. Soft skills, such as empathy, adaptability, enthusiasm, aptitude, communication, and judgement, should also be taken into account. These attributes are highly valued and can play a key role in determining a candidate’s success.

    Julie Sweet, CEO of Accenture, contends that the talents that Fortune 500 firms traditionally sought are no longer applicable. Ms. Sweet recommends that these organizations adopt alternative methods of assessing candidates, such as pre-employment testing, analyzing body language and social cues during interviews, asking applicants to rank their talents, and requesting examples of professional achievements. These methods are considered effective for assessing soft skills.
  5. Provide Competitive Wages and Benefits

    A recent study of employees in the United States found that 63% of them consider compensation a crucial element in determining overall job satisfaction. Factors such as pay, career progression, and workplace acknowledgement play a significant role in the recruitment process and employee morale.

    Companies can attract and retain employees by offering various benefits and incentives, including wage hikes, cash bonuses, comprehensive health care packages, non-monetary rewards, and flexible work hours. Such incentives create an appealing and motivating work atmosphere, making it easier for businesses to recruit and retain skilled workers.
  6. Establish a dependable remote hiring process

    According to FlexiJobs, 58% of survey respondents preferred working remotely.

    The prevalence of remote work highlights the need for businesses to prioritize the creation of effective methods for conducting virtual interviews and selecting candidates. An efficient remote hiring process necessitates the use of

To enhance your candidate selection process, take into account these recommendations:

  • Creating a resource inventory is crucial. Firstly, it’s important to assess whether permanent or temporary staff is needed. Additionally, one must evaluate whether entry-level workers would suffice for the job or if more seasoned professionals are required.
  • Advertise open positions on social media, job boards, the internet, and in the office.
  • Develop consistent hiring and evaluation processes for comparable positions to eliminate bias.
  • Enhance interview quality by creating a set of questions and answers for hiring managers to use when evaluating candidates.

The ideal recruitment process: how to create it.

To achieve a successful recruitment outcome, businesses must establish significant connections with potential hires. Adopting new tactics, such as increasing the number of internal hires, utilizing technology for virtual recruitment, evaluating soft skills of candidates, reducing the hiring timeline, and incentivizing Human Resources staff, is necessary to remain competitive in an ever-changing environment. All of these measures are vital components of a comprehensive recruitment strategy.

If potential candidates perceive that your company has made recruitment process errors, such as insufficient job descriptions, delayed interviews, or insufficient communication, they may be hesitant to accept an offer. Failure to pay attention to these crucial aspects might create a negative impression and eventually result in an unsuccessful recruitment process.

Despite the difficulties of the recruitment process, businesses that have invested in designing a thorough method for identifying and selecting candidates may be offered a larger group of well-qualified applicants. Consequently, this can lead to higher customer satisfaction and loyalty, as well as an even more dedicated and engaged workforce.

Works is a full-service job board solution that aids businesses in swiftly and efficiently locating and recruiting experienced, remote software engineers. Our rigorous verification process assures that businesses have access to a trustworthy pool of qualified experts, enabling them to fill their available software engineering positions with the most suitable talent.


If you have any recommendations on how we can improve our recruitment process, please inform us.
  • Recognize the efforts of the Human Resources and Recruitment departments.
  • It is recommended to be attentive to optimal hiring periods.
  • Source and onboard more internal candidates.
  • Highlight the significance of employees’ critical soft skills.
  • Provide competitive compensation and benefits packages.
  • Create a trustworthy approach for remote recruitment.
What are the crucial elements that HR should consider when making a hire?
  • Determine the necessary qualifications and experience for your ideal candidate.
  • Advertise open job positions on relevant websites.
  • Establish uniform hiring procedures to ensure a fair and balanced process.
  • Elevate the interview process by preparing a set of pre-planned questions and responses.

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