HR 101: How to fire up your recruitment engine

Whether you’re building a recruitment program in-house or using consultants, it’s important to have a quarterly check-in to ensure that success metrics are being met. Your check-up provides the opportunity to set new KPIs that both reflect learnings over the quarter and equally take into consideration any shifts in business objectives. This is when you can reward success, allowing us to dive into what we have done well so far and ask how can we do better tomorrow.

Knowing the right questions to ask in these quarterly assessments is what will determine their efficacy. Below I’ve outlined the 6 most important areas to explore with some thought starters.



Check to see if the team is aligned in their messaging. There’s nothing worse than a candidate meeting with two different stakeholders who have two different ideas of what the role should look like. This starts with leadership being super clear on expectations and role requirements. Your recruitment expert should lead the charge in clearly defining a unified vision of the ideal candidate and communicating a shared vision amongst all key stakeholders. Beyond internal communication, external communication like emails, job postings and social media should all reflect this same unified message.



The very best candidates, if they’re actively looking for a new role, will also be interviewing elsewhere. If you’re going to take 6 weeks + to move someone through your interview process, you’re putting yourself at risk of losing them. This is why we sometimes measure ‘Time To Fill’ or ‘Time To Hire’. This metric can be useful in keeping everyone accountable.

Candidate Experience.

We used to say that whether you offer them a role or not, you should aim to have every single candidate who comes through your doors become an ambassador for your company - you want them to tell everyone they know what an awesome experience they had.

With a renewed focus on transparency, we know that across the board an excellent experience isn’t actually feasible. In fact, we want candidates to either opt in or opt out. We want to be transparent and show them what it looks and feels like to be on this team at this company, which won’t feel like a fit to every candidate that we encounter.

With that being said, we should still aim to deliver an exceptional candidate experience, which includes all the touch points in the lead up to, during and after the interview. It should be designed with your top candidates in mind. How can you inspire? How can you delight? How can you share your story in a memorable and meaningful way?

Employer Brand.

You need to have one and you need to know what it is. Write it down, create visuals and share them with your team so that there’s a strong, unified understanding of “who we are and why we show up in the morning.” Think of your candidates as consumers - they’re online, they make quick decisions, they want to know how your company thinks, feels, inspires others and they want to know if they fit into that narrative. In a competitive marketplace, a strong employer brand will help fill the top of your funnel as it will help to load it up with the right candidates. We don’t care about quantity, we care about quality. Your Employer Brand should be authentic. Bonus points if the experience your candidates, employees, and customers have is aligned.



Take away any barriers to a candidate applying to a job. Your application process should be quick, convenient and seamless. Ideally it’s mobile friendly too. Hint - here’s another opportunity to showcase your employer brand. An application form used to be one of the first interactions a candidate would have with your company. Today, by the time they apply for the role they are interested in they’ve probably checked you out on social, looked you up on Glassdoor, and/or asked a friend if they like working there. The application experience is still an important piece of the puzzle.

Chances are your HR team is slammed and your recruitment is reactive.

Be Proactive.

Chances are your HR team is slammed and your recruitment is reactive. This means that an open role suddenly comes up and everyone is scrambling to “fill” it. Take the time to build out a forward looking recruitment strategy. You should have a plan to be continually building and nurturing relationships with top performing prospective candidates. This could mean you need to carve out a few hours each week to focus or hire a recruitment partner like us! This should be a key piece of your recruitment program and it will help unlock amazing talent for you.


Have more questions about how to get the most out of your recruitment program? Leave a comment below and I’ll share some thoughts.

Nicole DavidsonComment