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Top tips to improve your hiring process

by Heat Recruitment

It’s official, employment rates are sitting at the highest level on record. That’s great news for the economy. However, as we eagerly await a decision on Brexit, employers are waiting with bated breath, job descriptions at the ready, to map out their recruitment strategy.

With this in mind, 2019 is the year of competitive hiring. In order to improve your success rates, you should think carefully about how you appoint new team members.

Streamline and smooth out

Millennial talent is on the rise. By 2020, millennials will make up a third of the global workforce and if there is one thing they are appreciative of, it is convenience and efficiency.

Efforts should be placed into streamlining your hiring process from beginning to end. Job descriptions need to be short, snappy and precise – outlining the key selling points for the job. Interviews should ideally be simple, thorough and concise: you should continue to work to attract preferred candidates after the initial meet. Most importantly of all, keep people informed from start to finish. You don’t want to lose a great potential employee to a competitor because you haven’t stayed in touch.

Make the experience memorable and fun

Standing out of the crowd is going to be important if you want to stick in the mind of your candidates. Making the interviews fun is what will truly set you apart. Many companies are choosing to gamify their psychometric testing to make the process more enjoyable. Choosing your employees in this way can help to ease peoples’ anxiety, perhaps enabling you a more consolidated and fair set of results.

Get your ducks (and perks) in order

With nearly four in five employees preferring  benefits over remuneration, it’s clear that the future of the workplace is ‘perky’. From an increase in flexible working, to having an aesthetically pleasing office, a solid and generous perks package will definitely help to attract top talent.

The trick is to make this part of the hiring process from the outset. Offering these perks in the later stages of interview could mean you miss out on a wider pool of talent who may be enticed and incentivised by your benefits. In order to improve consistency, benefits should also align with your company’s messaging and culture. For example, if you promote wellness and an emphasis on health, free gym sessions, fruit bowls, or team sports days, could work nicely.

Widen your net and diversify

Diversity makes complete business sense. Thanks to a McKinsey study, we know that companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians. So, how can you diversify your hiring process?

In 2019, think about increasing your specifications for hiring to uncover unseen talent. For example, considering a candidate that hasn’t been to university, but has the soft skills and experience relevant for the role, could be a good choice. Training and development, alongside an efficient hiring process, should be the top priorities for business within a competitive employment market. Fostering and growing your talent is key to retention as well as initial attraction.

Go blind

Not literally of course. However, there is something to be said of the structure of the TV show The Voice. If you haven’t seen it, it’s a similar musical talent show to the X Factor. The twist is that the judges cannot see the candidate. A similar system could be used for the CV analysis process. Removing names, genders, and scholarly background could be an interesting way to get down to the nitty gritty skills your candidate has to offer. As well as avoiding any natural biases in the starting stages, it could be key to unearthing that top talent with the skills necessary to progress in your role and stand the test of time.


If you need any assistance on improving your recruitment process we have put together an Employer Resource hub, with information and dive on recruitment and interview strategies. Or you can speak directly to one of our recruitment team.

By Ross Bennett