Four simple steps for recruiting success

By nurturing your relationships with candidates and using the following insights to identify talent, you’ll be all set-up for recruiting success…


Stage 1: Discovery – the importance of showing your business in the best light

Candidates in the discovery stage are aware of your organisation, but they aren’t thinking about job opportunities just yet. Before they can picture you as their next employer, they need to learn more about you, your organisation and start building an affinity with your business. By investing in your professional and employer brand, you can raise awareness and open the door for employment discussions down the road. Remember, organisations with strong employer brands spend less on hiring and have better employee retention. Make yourself and your company known. Your personal brand matters because you’re a representative of your organisation.

Stage 2: Attraction – the key to nurturing relationships with prospective candidates

Now that your target candidates are aware of your company, it’s time for you to nurture these relationships, so they progress towards being new hires. Candidates are busy people too, so it’s important to get the best content in front of the right talent to have the biggest impact. By hooking candidates with valuable content that helps further their careers, they’ll be more likely to rely on you for guidance and job leads. Take advantage of employees’ established relationships with talent by making it easy for them to share your content.

Stage 3: Application – now is the time to match the right candidate with the right position

By now candidates are aware of your brand and have developed an interest in your organisation. The good news is that you’ve already laid the groundwork for them to apply for the position. The key to success is to start email conversations that get responses and writing job descriptions (JD) that inspire the right talent to apply. The key to getting a response is to have a personalised message – see our helpful hints below for crafting the perfect email.

Stage 4: Engage – empower employees with new skills and growth opportunities

Fun perks and a great working culture are all very well, however top hires usually need more incentive to hang around for the long term. Quality employees are eager to learn new skills and take on greater responsibilities to further their careers. The key to achieving this is loyalty engagement. Engaged employees have a strong sense of purpose – they believe in their work and their organisation.


  1. Use a search – friendly job title rather than a creative one
    You need to make sure your job title is easily discoverable, and save your creativity for the description. People are more likely to search for a ‘Computer Programmer’ than a ‘IT Ninja’
  2. Find out what candidates really want
    Do your research on your audience to see what really drives them. For example, if it’s work / life balance then your JD should reflect this
  3. Personalise it
    Beyond skills and experiences, think about the type of person you wish to attract (personality traits, values, interests etc.)
  4. What’s in it for the candidates? Sell it to them!
    Tell them about their career growth with your company
  5. Be creative
    Keep your JD unique and engaging to ensure you have the full attention of your audience

Leave a Comment

Your email address will not be published. Required fields are marked *