How to Design a Simple, Smart Recruitment Process That Works

Recruitment doesn’t have to be complex — but it should be consistent.

Step-by-Step Guide:

1. Define the Role –Before posting a job, get crystal clear on the role’s responsibilities, skills needed, and the kind of person who will thrive in the position. A clear target makes everything easier — from job ads to final interviews. Creating a role scoping doc helps with this! Advertise Well – Use Seek, LinkedIn, or industry groups. Sell the role honestly.
2. Screen Candidates – Use short phone screens to save time. Use online screen questions for factual questions (e.g. right to work) where possible.
3. Structured Interviews – Ask each candidate the same core questions. Use competency-based interviewing to understand how candidates have gone about their work
4. Background Checks –Calling a candidate’s references (we recommend at least two) and getting a copy of their Working Rights (Passport or Visa) ensures compliance.
5. Make the Offer (in Writing) – Include all key terms. Have both parties sign the employment contract and keep a digital copy in the employee files.
6. Run quarterly hiring retros: After a few hires, pause and ask: What’s working? What’s not? Small tweaks, like a better job description or a new interview question, can keep your process sharp and effective.