Best Practices To Improve Your Recruitment Process

digital recruitment

As the competition to get employed in a decent organization is increasing, so is the urgency to hire a  talented employee. Yes, landing a dream job in today’s time of aggressive competition is arduous but the recruitment team is struggling through hardship to find the right candidate with the right skills to fill the vacancy.

In this digital age of cut throat competition, organizations still following the decade-old recruitment process will find themselves hiring incompetent candidates that won’t work out and ultimately do the organization more harm than good.

No longer are recruiters posting the job on boards, and a queue of anticipating candidates forms outside the company. Recruiters today are having a tough time trying to attract and retain a talent pool, balancing the speed and quality of hire, incompetence in adequately utilizing data, etc. The prime reason for the inability to resolve these challenges lies in the structure and implementation of the recruitment process. Following are the practices that you can adopt to improve your recruitment process:


Are your job postings going unnoticed? Recruiters will have to accept the fact that reaching out to candidates is nothing less than advertising, where first impression matters. It’s time you get your mojo on and start working on making the job posting more creative. Instead of just mentioning the vacant designation, requisites, etc. we would suggest you define the position with the benchmark achieved by former employees. The performance parameters will help you filter out the candidates who you need to fill the position. Attracting specific details to the job postings will help you attract, hire and retain the right talent.


When a candidate is in the process of filling the application form, but the complexity of it makes them abandon it, this is termed as application abandonment rate, which to a surprise of most of the recruiters is significantly high. When designing an application form, recruiters should keep themselves in the position of the candidates and try to create the application form as simple as possible. Recruiters can also make use of applicant tracking software to identify at what point does a candidate start to lose interest in their application process.


If you think that only candidate has to be prepared for interviews and only you have the right to judge, then you are highly mistaken. With websites like Glassdoor giving employees a platform to rate and review the employers, interviewers too have to be well prepared with direct and relevant questions after thoroughly reviewing the resumes. If you are judging the candidates on their knowledge and expertise, your organization is being assessed by the candidate for the quality of conversation the interviewers have.

These tips would be efficacious in transforming your recruitment process, enabling qualitative hiring of candidates but why burden your in-house team when their knowledge and expertise can be put to good use in achieving organizational goals?

Outsource the recruitment processing services to a credible RPO agency, whose team of recruiting experts will implement techniques aligned with the global job market standard to ensure that the organization only hires the best fit.

By outsourcing recruitment processing, not only do you save on time, money and other vital resources but a stronger quality of hires which only the panel of industry recruitment experts with access to all the latest tools and technology can provide. In the long run, as a recruit to hire rate becomes consistent and candidate quality gradually escalates, RPO service results in the strengthening of the employer brand.