“Great things in business are never done by one person, they’re done by a team of people.” Steve Jobs

If there is only one process you do well in a company, it should be the recruitment process.

If the words “recruitment” and “process” fill you with dread, plan ahead. Pay attention and do it right!

  • Find the best: Ask the right questions to test skills, and don’t have multiple interviewers asking the same questions again and again
  • Candidate experience: Give candidates a great experience so they arrive well informed and excited to join your company
  • Scalable: Works when you are one person and when you are a hundred thousand
  • Cultural fit: If you actively test only for skills and experience, you will run into problems with cultural values and behaviour fit
  • Timeframes: Reduce cycle time and cost from receiving a CV to closing an offer


Simplicity is the key.  It is not rocket science

Plan your process and be professional:

Budget: Have a plan of who you want to hire when.

Job Description: Don’t do the standard skills and experience list. Be smart, insightful and different to get the best.

Focus the company description on the purpose of the company and the culture.  Prioritize the top 1 or 2 cultural archetypes:  achievement (about targets, bottom line, stock price), customer-centric, one-team, innovation, people first, greater good

Focus the role and candidate description on the objectives/outputs needed. The skills and experience list can now be used to support these by describing what you think would be the best mix to be successful in the role, and why

Candidate Search:

  • Leverage your and colleagues’ networks, relevant niche sites and a great recruitment firm
  • Have the hiring manager filter CVs


First Round: Initial check on skills, experience and cultural fit. Phone or video for around half an hour done by the person in the role now, or a similar role (not the hiring manager… empower your team). Interview to find and understand strengths, don’t focus on trying to find a list of weaknesses. End call by letting the candidate know if you are going to progress them. If you are not going to progress, explain why and if they should consider reapplying in the future.

Second Round: Three face-to-face interviews all done on one day (you can have more people interview a candidate but it rarely adds to the quality of the decision being made… FYI if you are hiring a lot, I would recommend blocking out all late Friday afternoons in interviewer diaries so someone doesn’t waste hours trying to align meetings)

Offer & Contract: Call candidate within 24-48 hours to make a verbal offer and sell the opportunity, or let them know you are rejecting them. 

Onboarding: Keep in touch with the candidate after contract signing and make sure their first few months are good ones.

Feedback loops MATTER – share your experiences.

If you’re in business, there are three things that matter:

People, People, People.

 #creatingfutures