Recruiting is a time-intensive process. Finding the best candidates, screening them, scheduling interviews and negotiating offers is a lot of work! To make things even more complicated, recruiting processes change over time as your company grows and new team members are added. Sometimes it’s because you have so many applicants that you need to streamline things. Other times it’s because you have so few applicants that you need to create an entirely new application just to see if anyone responds. Once again, the changes are necessary to keep up with your needs as a business. Recruiting isn’t just about finding new talent. It’s about building the right kind of team for who you are now and who you want to be in the future. If you feel like your current recruitment process is keeping you from finding great people, read on for some tips on how to rebuild your recruitment process from the ground up.

Creating a great candidate experience is not just about having a fancy, well-designed website or a lovely receptionist. The real test of your company’s ability to create a great candidate experience is how you handle not just your first interactions with job applicants but all interactions (or lack of interactions). The interview process is where most companies fail their candidates. Their hiring process is fraught with artificial challenges that serve no other purpose than to make the applicants feel small and insignificant (and probably unqualified). It doesn’t have to be this way and there are several ways to create an interview process that helps you find the best candidates for the job and not just the ones who can awkwardly sell themselves in under five minutes.