Four Easy Ways to Enhance Your Recruitment Process

Esteban Gomez | April 30, 2016

Recruiting top talent can be arduous and expensive, and today more than ever, staffing firms and human resource (HR) professionals need to have visibility into cost and time spent on the recruitment process in order to eliminate inefficiencies and potential leakages from the bottom line.

Where do those inefficiencies come from? To make a great hire, firms must devote time to seeking out the right fit, and during this time, productivity often suffers from not having the position filled and from dealing with the time consuming steps of interviews, assessments and background checks. Other costs, such as advertising and branding a job through organizations like CKR Interactive and Success Communications Group, can also add up quickly.

Unfortunately, many companies don’t have the right insight about how to easily make their recruitment process more efficient. But by considering these four simple tips, it’s possible for a company’s recruitment process to improve by leaps and bounds.


The recruitment process begins with the job posting, and while some companies just toss up an ad seeking people with certain levels of education and experience, what seems to be a time saver upfront can create loads more work in the end.

A job posting should include types of beneficial training, the day-to-day tasks that will be performed by the recruit and even what will be expected from the candidate in the first few months on the job. This can weed out those who would quickly be turned off by the requirements, saving time and money for the company.

In addition, more focused listings will attract higher-quality employees. In the end, it’s a win-win for both the employer and the new hire.


Many recruiters and hiring managers like the idea of a face-to-face interview, and while this is beneficial later in the process, it can be a major waste of resources to start out. Video interviewing is a unique advancement that allows recruiters to speak with potential candidates without even having to be in the office, saving energy and costs in a variety of areas.

Some recruiters already make use of video interviewing through programs such as Skype or Google Hangout. But as digital technologies get integrated across all aspects of business, new, more effective and specialized video interviewing technologies have sprouted to meet demand. The most advanced digital interviewing technology suites even allow real-time private evaluations so clients can fill out feedback while reviewing candidates.

Additionally, recruiters can take advantage of video interviews. This technology allows a recruiter to record their questions in advance, send queries to qualified candidates and review the individuals’ recorded video responses via the cloud. Not only does this save an immense amount of time by having a single interview sent to everyone, but it also creates a consistent process for each of the interviewees and allows the recruiter or hiring manager to review candidates whenever they have time.


Applicant tests, such as personality insight tests, are an invaluable tool and should not be overlooked when a client requests them. It might seem time consuming, but in the end, such tests will result in better-quality hires.

Just envision how much money is lost through the recruitment and training of an employee who doesn’t have the necessary skills to succeed in a job. One Career Builder survey revealed that among employers reporting bad hiring decisions, 27 percent said a single bad hire could cost them more than $50,000. Needless to say, these costs will greatly outweigh the costs that are associated with applicant tests. In fact, many of these assessments can be found free online, making it easy and cost-effective to implement these methods.


Maybe a former candidate showed promise but had to drop out of the recruitment process after their online video interviewing session due to a family emergency. Maybe a great candidate turned down an offer because it wasn’t exactly what they wanted. Either way, revisiting former top-tier candidates is a great way to expedite and improve recruiting.

Similarly, it never hurts to get referrals from current employees. These individuals know what it takes to be successful in the job, so who better to pinpoint specific individuals that would be right for the position? Even new hires and top candidates can be great resources for finding future talent.

These four simple steps might be just what you need to help maximize efficiency, cut cost and improve your overall recruitment process.

About The Author

Esteban Gomez is a marketing consultant with interviewstream. He loves learning and has a passion for traveling, having visited many countries including China, Colombia, Italy, and Peru.


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