Top 20 Recruitment Best Practices With Examples

Want to hire the best talent? Check out these top 20 recruitment best practices with examples and tips. Learn what top companies are doing differently and hire smarter.
Top 20 Recruitment Best Practices With Examples

Hiring can be tough without the use of effective practices and strategies.

But don’t worry anymore!

In this guide, we share 20 effective recruitment best practices that’ll help you significantly improve your hiring processes.

Plus, we also share examples and tips for each so that you can start implementing them right away.

Ready to learn more? Let’s get started!

20 Recruitment Best Practices And Strategies:

Recruitment Best Practices And Strategies:

1. Focus On Employer Branding

Employer branding is all about creating a positive image and reputation for your company as an employer.

It’s about showcasing your company culture, values, mission, and benefits to attract top talent and keep your current employees happy.

Job seekers are more likely to apply to companies with a great reputation, and they’re more likely to stick around once they’re hired.

Plus, a strong employer brand can help you save money on recruiting and hiring costs in the long run.


Take a look at a company like Google. They’re known for their amazing perks like free meals, on-site gyms, and generous leave policies.

And it pays off – they consistently rank as one of the best places to work and get millions of job applications every year.

Tips To Implement:

  1. Define your company values and mission, and make sure everyone knows about them. Put them on your website, in your job postings, and in your employee handbook.
  2. Highlight your company culture on social media. Post photos of team events, employee spotlights, and behind-the-scenes glimpses of life at your company.
  3. Offer competitive benefits and perks that match your employer brand. For example, if you’re a tech company, consider offering things like flexible work schedules or a stipend for home office equipment.
  4. Invest in employee development programs. Offer training sessions, mentorship opportunities, and chances for employees to attend industry conferences.
  5. Survey your employees regularly to see how they’re feeling. And use that feedback to identify areas for improvement.

2. Encourage Ongoing Growth And Learning

Encouraging ongoing growth and learning allows your employees to develop new skills, take on new challenges, and advance in their careers within your company.

When you invest in your employees’ development, everyone wins.

Your employees feel valued and motivated to do their best work, and your company benefits from a more skilled and knowledgeable workforce.


Amazon encourages ongoing and learning of its employees through its “Career Choice” program. In this program, it takes care of the educational requirements of its employees by taking care of up to 95% of their fees.

Other big companies also have detailed and well-structured training programs for their employees.

For instance, the big internet service providing company AT&T is well-known for its “AT&T University” where they teach management, and leadership skills, apart from the fundamental technical skills.

Like Amazon, AT&T also provides financial help so that their employees can continue their education without any worries.

Tips To Implement:

  1. Offer training programs that match your company’s goals and values. For example, if innovation is a core value, offer training on design thinking.
  2. Give employees chances to work on projects outside their usual departments. Encourage them to spend 10-20% of their time collaborating with other teams.
  3. Send employees to industry conferences and workshops. Aim to send each employee to at least one event per year.
  4. Set up a mentorship program that matches new hires with experienced employees. Have them meet for at least one hour per month to discuss career goals and challenges.
  5. Offer financial support for employees who want to pursue advanced degrees. Cover at least $5,000 per year in tuition costs.

3. Use Data For Better Decision-Making

Using data for better decision-making means using numbers and metrics to guide your hiring strategy and decisions.

When you make data-driven hiring decisions, you’re more likely to find the right person for the job.

You can identify the skills and qualities that predict success in each role, and use that information to guide your job postings, interviews, and assessments.

Plus, data-driven hiring can help you save time and money by simplifying your recruiting process.


Here’s an interesting example from Google.

So previously, at Google, there were up to 25 rounds of interviews and tests before any successful hiring decision was made.

The process was so time consuming.

Just think: It took more than a hundred full-time recruiters to hire just 1000 employees.

To solve this issue, they started analyzing their data. And here’s what they found:

Just after 4 interview rounds, the recruiters were confident more than 8 out of 10 times whether a candidate is the right fit for the role. The remaining interview rounds had minimal impact on the hiring decision – just 1%.

This was an eye-opener! They immediately fixed their hiring processes, reducing the interview rounds per candidate.

And the result? Faster and more efficient hiring.

Tips To Implement:

  1. Use an applicant tracking system (ATS) like Greenhouse or iCIMS to collect and analyze data throughout the hiring process. Look for an ATS that integrates with your other HR tools and provides strong reporting features.
  2. Conduct a skills gap analysis every 6-12 months. Identify the skills your team is missing, and use that data to guide your hiring priorities.
  3. Use pre-employment assessments to evaluate candidates’ skills and fit.
  4. Use social media and online job boards to reach a wider pool of candidates. Track which channels produce the most qualified candidates, and focus your efforts there.
  5. Review your recruiting metrics every quarter. Track things like time-to-hire, cost-per-hire, and retention rates. Analyze the data to improve your hiring processes and set new goals.

4. Internal Mobility For Career Growth

Internal mobility is all about giving your employees the chance to move up or switch roles within your company.

It’s a great way to keep your top talent engaged and motivated.

When you promote from within, you show your employees that there’s room for growth and advancement. This can be a big morale booster and can help you retain your best people.


Several companies follow the practice of internal mobility – but some of them have unique strategies.

For instance, United Airlines hands over mobile devices to their employees so that they can provide customer support from anywhere.

But this is done not just to enhance customer experience, but also it helps them get important insights about the best performers. That, in turn, helps them in identifying and internally moving the best employees up the ladder to their suitable roles.

Another company that has a unique internal mobility strategy is Spotify.

In Spotify, you can serve for only up to 2 years (for any given job role) before you internally move up to the next role. And this is great for several reasons.

First, constant mobility and job rotations allows faster talent development.

Secondly, the employees are more prepared for any future job change. And it also keeps the employees engaged and motivated with their role preventing boredom.

Tips To Implement:

  1. Create a clear career path for each role in your company. Show employees what skills and experience they need to move up to the next level.
  2. Offer training and development programs to help employees build the skills they need to advance. Aim to provide at least 50 hours of training per employee per year.
  3. Make sure all open positions are posted internally first. Give employees at least two weeks to apply before opening the position up to external candidates.
  4. Conduct regular career development discussions with employees. Have managers meet with their direct reports at least once a quarter to discuss career goals and opportunities for growth.
  5. Celebrate internal promotions and job changes. Send out a company-wide email or announcement whenever an employee moves into a new role.

5. Enhanced Candidate Experience

The candidate experience is everything a job seeker goes through during the hiring process, from the initial application to the final job offer.

Enhancing the candidate experience can help you attract top talent and build a positive reputation for your company.


Different companies use various strategies to improve their candidate experience.

For instance, Airbnb uses storyboards to visualize every step of the candidate journey during the hiring process. This allows them to analyze better and enhance their process to improve candidate experience.

On the other hand, DocuSign heavily focuses on getting feedback from their candidates to further fine tune their hiring processes. They have well-structured candidate experience surveys.

But NerdWallet has a unique strategy – they focus on personalized candidate experience. This includes offering office tours, or inviting them for dinner.

They highlight the benefits and give candidates enough time to think about the offer. This personalized and unique connection building hiring approach plays a major role in enhancing their candidate experience.

Tips To Implement:

  1. Create a user-friendly careers page on your website. Make sure it’s easy to find and easy to navigate, with clear instructions on how to apply.
  2. Use an applicant tracking system to manage your hiring process. Look for an ATS that allows you to automate communication with candidates (having good CRM features) and track their progress.
  3. Provide timely updates to candidates throughout the hiring process. Let them know when you’ve received their application, when you’re reviewing resumes, and when you’ll be scheduling interviews.
  4. Give candidates a realistic preview of the job and the company culture. Share details about the day-to-day responsibilities, the team dynamics, and the company values.
  5. Ask for feedback from candidates after the hiring process is complete. Use their input to identify areas for improvement and make changes to enhance the candidate experience

6. Look For Passive And Potential Candidates

Passive candidates are people who are not actively looking for a new job, but would be open to the right opportunity.

Potential candidates are people who may not have all the required skills or experience for a role, but have the potential to learn and grow into it.

By expanding your search beyond just active job seekers, you can get access to a wider talent pool that companies might miss out.


Let’s say there’s a company that’s struggling to fill a key role on their engineering team.

They’ve been searching for months, but haven’t found the perfect candidate with all the required skills and experience.

Instead of holding out for the perfect fit, they decide to look for potential candidates who have some of the key skills and a strong learning mindset.

They find a few promising candidates who are eager to learn and grow, and they offer them on-the-job training and mentorship to help them develop the missing skills.

As a result, they’ll be able to fill the role more quickly and at a lower cost than if they had held out for the perfect candidate.

Plus, the new hires will be highly motivated and loyal to the company that gave them a chance.

Tips To Implement:

  1. Use social media and professional networks like LinkedIn to identify passive candidates. Look for people who have the skills and experience you’re looking for, even if they’re not actively job searching.
  2. Attend industry events and conferences to meet potential candidates in person. Strike up conversations and build relationships that may lead to future job opportunities.
  3. Consider candidates who have transferable skills from other industries or roles. For example, a customer service representative may have the communication and problem-solving skills to succeed in a sales role.
  4. Offer on-the-job training and development opportunities to help potential candidates build the skills they need to succeed in the role. Aim to provide at least 80 hours of training in the first year.
  5. Use referral programs to find passive and potential candidates. Offer incentives like bonuses and rewards for successful referrals.

7. Use The Power Of AI Automation In Recruiting

AI automation in recruiting simplifies and speeds up the hiring process.

It screens resumes, schedules interviews, and analyzes candidate data to find the best fit for the job.

Automating repetitive tasks frees up your time to focus on more important activities like building relationships with candidates and hiring managers.

AI helps you make more data-driven hiring decisions, rather than gut instinct.


When a company receives over 1,000 applications for a single job posting, manually reviewing all those resumes would take hours, if not days.

AI quickly filters out the most qualified candidates based on keywords, skills, and experience.

AI also analyzes candidate data from multiple sources, like resumes, social media profiles, and assessments, to get a more complete picture of each candidate’s strengths and weaknesses.

Tips To Implement:

  1. Use an AI-powered resume screening tool to automatically sort and rank resumes based on job requirements.
  2. Add an automated AI-powered chatbot on your careers page to answer candidate questions and guide them through the application process.
  3. Use AI-powered interview scheduling tools to automatically find the best time for interviews based on everyone’s availability.
  4. Try AI-powered assessments to evaluate candidates’ skills, personality traits, and cultural fit.
  5. Use AI-powered analytics tools to track and analyze recruiting metrics like time-to-hire, cost-per-hire, and quality-of-hire.

8. Adjust Employee Benefits For Hiring Top Talent

Employee benefits are a key factor in attracting and retaining top talent.

Offering competitive and creative benefits packages helps you stand out from other employers and shows candidates that you value their well-being.

It’s not just about offering the same old benefits like health insurance and a 401(k).

To really attract top talent, think outside the box and offer benefits that cater to their unique needs and preferences.


Company:Unique Employee Benefits:
FacebookUp to 4 months of paid parental leave
GoogleFree on-campus food and gym
StarbucksFree Spotify subscription

Tips To Implement:

  1. Survey your employees and candidates to find out what benefits they value most.
  2. Compare your benefits package against other companies in your industry and location. Use market data to see what other companies are offering and where you stand.
  3. Consider offering unique benefits like student loan repayment assistance, or pet insurance. These benefits help you stand out and show candidates that you care about their overall well-being.
  4. Communicate your benefits package clearly throughout the hiring process. Create engaging and informative benefits materials that candidates can easily access and understand.
  5. Review and adjust your benefits package at least once a year based on employee feedback and market trends.

9. Use Social Media For Effective Hiring

Social media is a powerful tool for recruiting top talent.

Platforms like LinkedIn, Twitter, and Facebook help you reach a wider pool of candidates, showcase your employer brand, and engage with potential hires on a more personal level.

It’s not just about posting job openings and hoping for the best. To really maximize the power of social media for hiring, be strategic and targeted in your approach.


Salesforce is a great example of a company that uses social media effectively for hiring. They have a dedicated careers page on Facebook where they share employee stories, job openings, and company news.

They also use LinkedIn to search for and connect with potential candidates based on their skills and experience.

Another example is Zappos, which uses Instagram to showcase its unique company culture and attract candidates who are a good fit.

They share photos and videos of employees having fun at work, participating in community service events, and enjoying the many perks of working at Zappos.

Tips To Implement:

  1. Create a social media strategy specifically for recruiting. Define your goals, target audience, and key messages, and make a content calendar to ensure consistent and relevant posting.
  2. Search for and contact potential candidates on LinkedIn based on their skills, experience, and interests. Send up to 50 personalized messages per month and view up to 500 candidate profiles per search.
  3. Make a company hashtag and encourage employees to use it when posting about work-related topics. This builds a strong employer brand and attracts candidates who are interested in your company culture.
  4. Host a virtual job fair or Q&A session on social media to connect with potential candidates in real-time. Create an interactive and engaging experience, and aim for at least 100 attendees.
  5. Track and measure your recruiting efforts using social media analytics tools. Watch metrics like reach, engagement, and click-through-rates to see what’s working and adjust your strategy.

10. Improve Workflow With Best Applicant Tracking System (ATS)

An applicant tracking system (ATS) is a software tool that helps you manage the entire hiring process from start to finish.

It handles everything from job postings and resume screening to interview scheduling and candidate communication.

Using an ATS can save you a lot of time and hassle in the hiring process.

It automates repetitive tasks, keeps all your candidate data organized in one place, and helps you make better hiring decisions based on data and analytics.


Greenhouse is a popular ATS that covers every stage of the hiring process, from sourcing and recruiting to interviewing and onboarding.

It also offers powerful reporting and analytics features, so you can track your hiring metrics and find areas for improvement.

Other examples of ATS include BambooHR (suitable for mid-sized companies), JazzHR (suitable for small companies), GoHire (suitable for startups), iCIMS (suitable for larger companies), RecruitCRM (suitable for high-volume recruiting), and more.

Tips To Implement:

  1. Pick an ATS that fits your specific needs and budget. Look for a tool that works with your existing HR software and has features that match your hiring process. For example, if you typically receive over 500 applications per job posting, choose an ATS that can handle high volumes recruiting.
  2. Train your hiring team on how to use the ATS effectively. Make sure everyone knows how to post jobs, screen resumes, schedule interviews, and communicate with candidates through the platform.
  3. Use the ATS to create a consistent and clear hiring process. Set up standard job templates, interview questions, and evaluation criteria to ensure that every candidate is assessed fairly and objectively.
  4. Use the ATS’s reporting and analytics features. Track metrics like time-to-hire, candidate source, and conversion rates to improve your hiring process over time.
  5. Connect your ATS with other tools like social media, job boards, background check providers, and your other HR tools to save time and enhance your recruiting processes.

11. Enhance Screening And Evaluation Process

Screening and evaluating candidates is one of the most important steps in the hiring process.

It’s where you separate the top candidates from the rest of the group and decide who to move forward to the interview stage.

But screening and evaluating candidates can be time-consuming and biased.

That’s why it’s important to have a clear and data-driven approach that helps you make fair and hiring decisions.


Let’s say a company is hiring for a sales position.

To enhance their screening process, they decide to use a combination of resume screening, a phone interview, and a sales skills assessment.

They create a set of criteria for each step, such as a minimum of 2 years of sales experience, strong communication skills, and a score of at least 80% on the sales assessment.

By using this structured approach, they’ll be able to quickly narrow down their candidate pool to those who meet all of their criteria and therefore improve their hiring processes.

Tips To Implement:

  1. Define the key skills and qualities that are essential for success in each role. Use these criteria to create a consistent screening process.
  2. Use a mix of resume screening, phone interviews, and pre-employment assessments to evaluate candidates.
  3. Create a set of standard interview questions that are relevant to the job and the company culture. 
  4. Train your interviewers on how to conduct structured interviews and evaluate candidates properly.
  5. Use data and analytics to track the effectiveness of your screening and evaluation process.

12. Develop A Strong Candidate Pool

Developing a strong candidate pool is essential for making great hires.

A candidate pool is a group of potential candidates who have expressed interest in your company or have been identified as good fits for future job openings.

Building a candidate pool takes time and effort, but it pays off in the long run.

When you have a pool of qualified candidates to draw from, you can fill open positions faster and with better quality hires.


Let’s suppose a company is looking to expand their sales team in the next year.

They know they’ll need to hire at least 10 new sales representatives, but they don’t want to start from scratch each time they have an opening.

So, they can begin building a candidate pool.

This includes creating a careers page on their website and encouraging visitors to sign up for job alerts.

They can also use a CRM to track and engage with potential candidates who have expressed interest in sales roles.

The result? Over time, they’ll be able to build a pool of over high-qualified and skilled sales candidates that they can reach out whenever they have an opening. That’s the benefit of building a strong candidate pool!

Tips To Implement:

  1. Create a careers page on your website that shows your company culture, values, and job opportunities.
  2. Use a CRM tool to manage and engage with potential candidates over time. Send them relevant content, job openings, and invitations to events or webinars. 
  3. Encourage your employees to refer their friends and colleagues for open positions.
  4. Go to job fairs and industry events to meet potential candidates in person.
  5. Partner with universities, and professional organizations to build relationships with potential candidates.

13. Build Good Relationship With HR Managers

Building good relationships with HR managers is key to successful recruiting.

When you have strong relationships with HR managers, they’re more likely to think of you first when they have a great candidate.

They’re also more likely to give you insider information about the company culture, hiring process, and job requirements.

One way to build good relationships with HR managers is to be a helpful and responsive recruiting partner.

When they reach out to you with a job opening or candidate request, respond quickly and provide them with high-quality candidates that match their needs.


Let’s say you’re a recruiter who specializes in filling marketing roles.

You identify the HR manager at a top company on your list and reach out to them.

You send a personalized message introducing yourself and offering to help with any marketing hires they may have.

The HR manager responds and says they’re actually looking to fill a senior marketing manager position.

You quickly send over 3 highly qualified candidates, and the HR manager is impressed with your responsiveness and the quality of your candidates.

They end up hiring one of your candidates, and you’ve now established a strong relationship with that HR manager for future openings.

Tips To Implement:

  1. Make a list of the top 20 companies you want to work with, and identify the HR managers or recruiters at each company. Connect with them on LinkedIn and send them a personalized message introducing yourself and your recruiting services.
  2. Set up regular check-in calls or meetings with your HR partners. Use this time to discuss their hiring needs, share updates on your candidates, and ask for feedback on your performance. Aim for at least one check-in per month with each HR partner.
  3. Be proactive in sourcing candidates for your HR partners. Don’t wait for them to come to you with a job opening. Use your network and recruiting tools to identify potential candidates and send them over to your HR partners with a personal note.
  4. Offer to help your HR partners with other tasks beyond just recruiting. For example, you could offer to review their job descriptions, help them set up an employee referral program, or provide training on interviewing best practices. The more value you provide, the stronger your relationship will be.
  5. Keep track of your relationships with HR managers using a CRM or spreadsheet. Note their communication preferences, hiring needs, and any personal details they share with you. Use this information to customize your interactions and show that you value the relationship.

14. Accept Flexible Work Systems

Flexible work systems, such as remote work or flexible schedules, are becoming increasingly common nowadays.

Accepting flexible work systems can help you attract a wider pool of candidates.

It can also help you retain top talent, as many employees value the ability to have a better work-life balance.


Company:Flexible Work Systems:
Amazon3 days office reporting, rest 2 days work from home option
ZapierResults-focused work without strict restrictions on location and time to work
GoogleFlexibility to choose work hours (provided overall work is completed within the required time)
AppleWork from home and co-working facility

Tips To Implement:

  1. Survey employees in your industry to find what type of flexible work arrangements they prefer the most and based on that, customize your recruitment processes.
  2. When sourcing candidates, look for those who have at least 1-2 years of experience working remotely or who have a track record of being productive in a flexible work environment.
  3. Be prepared to answer candidate questions about flexible work arrangements. Learn about the company policies on things like remote work technology, communication expectations, and performance metrics so that you can easily give a better overview to the candidates you hire.
  4. Train your hiring team on how to effectively screen and interview candidates for flexible work roles.
  5. Use data to track the impact of flexible work on your recruiting metrics. Look at things like time-to-fill, candidate quality, and retention rates for flexible and non-flexible roles.

15. Do A Skill Gap Analysis

Do A Skill Gap Analysis

A skill gap analysis is the process of identifying the skills an organization needs to succeed.

It helps in two ways:

  • First, you can easily identify in what areas the company needs new hires.
  • Secondly, it also highlights where to focus in training existing employees to upskill them and fulfill the overall skill gap of the organization.


Doing the skill gap analysis, AT&T found that half of their employees didn’t possess the necessary skill sets that they would require in the future.

So they turned their focus from active recruiting to employee upskilling–spending $135 million in the learning and development programs for their employees.

Speaking of skill gap analysis, did you know that at hrtech, we offer specialized courses and certification programs that can help in upskilling your HR team members? Check out now to learn more.

Tips To Implement:

  1. Start by identifying the top skills needed by the organization to succeed and reach the goals. Look at the overall business strategy, and industry trends to find out those skills.
  2. Take the help of softwares like iMocha that has a big skill database and can effectively do skill gap analysis for your organization.
  3. Identify the gaps between the skills needed and the skills possessed by the current employees. Look for areas where there are critical gaps that could impact the business. Then, prioritize those top 3-4 skill gaps to focus on first.
  4. Based on the identified skill gaps, create hiring and training plans to close the skill gaps.
  5. Track the progress of your skill gap analysis over time and make necessary adjustments.

16. Clear Job Description With Salary Expectations

A clear job description with salary expectations is a must-have for any successful recruiting process.

It helps you attract the right candidates and sets expectations from the start.

When you include salary expectations in your job description, you’re being transparent with candidates about what they can expect to earn.

This saves you and the candidate time, as you won’t waste time interviewing someone who’s not a good fit for the role or the salary.

A clear job description also helps you attract candidates who have the right skills and experience for the role.


Let’s say a company is hiring for a manager role in one of their departments.

They create a detailed job description that includes the key responsibilities, required skills and experience, and the salary range of $80,000 to $100,000 per year.

Including the salary range attracts candidates who are at the right level for the role and are motivated by the compensation package.

Tips To Implement:

  1. Start with a clear and concise job title that accurately reflects the role. Avoid using internal jargon or acronyms that candidates may not understand.
  2. List out all the key responsibilities and requirements for the role.
  3. Please include the salary range for the role and any benefits or perks associated with it.
  4. Use inclusive language throughout the job description to attract a diverse pool of candidates.
  5. Have at least 2-3 people review the job description before posting it to ensure it’s clear and error-free.

17. Focus On Skill-Based Hiring Than Just Resume

Skill-based hiring is all about focusing on a candidate’s actual skills and abilities, rather than just their resume or credentials.

It’s a more effective way to find the best fit for a role, as it looks at what a candidate can actually do, rather than just what they’ve done in the past.

When you focus on skill-based hiring, you open up your candidate pool to a wider range of individuals.


Imagine a company is looking to hire a software developer.

Instead of just looking at candidates’ resumes and degrees, they create a coding challenge (using softwares like Codility) that tests the specific skills needed for the role.

They ended up hiring a candidate without a computer science degree who successfully completed the coding challenge and has a portfolio of impressive projects.

In fact, big companies like Google and IBM are heavily into the skill-based hiring approach.

For instance, half of IBM’s job postings are opened up for people with necessary skill sets for the role. They have even created a new job category – new collar job – where the major focus is given on the candidate’s actual skills rather than their academic qualifications.

Tips To Implement:

  1. Identify the key skills needed for the role, and create assessments or challenges that test those skills directly.
  2. Conduct structured interviews that focus on behavior and skills, rather than just experience. Ask candidates to give specific examples of how they’ve used the skills needed for the role in the past. 
  3. Consider using a skills-based assessment tool like Pymetrics or iMocha to evaluate the candidates’ abilities effectively.
  4. Train your hiring managers and recruiters on the importance of skill-based hiring, and provide them with the necessary tools and resources.

18. Build A Strong Company Culture

Building a strong company culture is essential for attracting and retaining top talent.

A positive culture can help you stand out in a crowded job market and make your company a place where people want to work.

When you have a strong company culture, you attract candidates who share your values and are a good fit for your team. This leads to better retention, higher engagement, and ultimately, better business results.


The main focus of a company culture can vary from one company to another as follows:

CompanyMajor Focus Of Company Culture
AmazonGiving best customer experience
NetflixHonesty, Empathy, and Enthusiasm
GoogleCustomer satisfaction through Employee Satisfaction
HubspotHumble, Empathetic, Adaptable, Remarkable, And Transparent
BufferTransparency, and Personal Development

Tips To Implement:

  1. Define your company values and communicate them clearly to employees and candidates. Make sure your values are reflected in everything from your job descriptions to your onboarding process.
  2. Encourage employee feedback and act on it regularly.
  3. Offer unique perks and benefits that align with your company culture. For example, if you value work-life balance, consider offering flexible schedules. If you value learning and development, offer a generous training budget of at least $1,000 per employee per year.
  4. Celebrate your employees’ successes and milestones.
  5. Develop a sense of community and belonging among your employees. Organize regular team-building events, volunteer opportunities, or social outings to help employees connect with each other outside of work.

19. Make The Application Process Simple

A simple application process is key to attracting top talent.

When you make it easy for candidates to apply, you’re more likely to get a high volume of quality applicants.

Think about it: if you have a long, complicated application process with multiple steps and requirements, you’re going to turn off a lot of potential candidates.

They may not have the time or patience to jump through all those hoops, especially if they’re already employed and just casually looking for new opportunities.

On the other hand, if you have a systematic application process that takes just a few minutes to complete, you’re going to get a lot more applicants.

And when you have a bigger pool, you’re more likely to find that perfect fit for your role.


Even big companies like Netflix and Salesforce have simple and quick application processes.

Company:Time To Apply:Screening Questions:
NetflixOnly 1 minute5
SalesforceOnly 3 minutes16

Tips To Implement:

  1. Keep your application process short and simple. Aim for no more than 2-3 pages, and only ask for the information you really need to make a decision.
  2. Use a mobile-friendly application process because more and more candidates are applying for jobs on their phones.
  3. Communicate clearly and often with candidates. Let them know what to expect from the application process, and keep them updated on their status.
  4. Use tools like an ATS or interview scheduling software to make the process easier for everyone.
  5. Ask for feedback from candidates who complete the application process. Then, use the feedback to make changes and enhance your process over time.

20. Develop Well-Structured Employee Referral Program

An employee referral program is a great way to find top talent.

When your employees refer their friends and colleagues for open roles, you’re getting pre-vetted candidates who are more likely to be a good fit for your company culture.

But not all employee referral programs are created equal.

To get the most out of your program, you need to have a well-structured process in place that incentivizes employees to make quality referrals and rewards them for their efforts.


For instance, Salesforce is a well known company known for its employee referral programs. It rewards its employees for successful referral.

Another company that has an effective referral program strategy is PURE – a US-based insurance company.

The unique thing about their strategy is they are asked for referrals whenever a person is hired. This reduces time to hire new candidates and gives access to a great pool of suitable candidates.

In fact, did you know that almost half of their employees are hired through a referral system?

Now, companies like Intel take this to another level. They not only successfully implement employee referral programs, but with a well-planned incentive program (in which double referral bonus is offered when women are referred), they also ensure more diversity and inclusion in their hiring process.

Tips To Implement:

  1. Communicate the program clearly to all employees. Make sure everyone knows how the program works, what the rewards are, and what makes a good referral.
  2. Offer meaningful rewards for successful referrals. Consider offering a tiered bonus structure, with higher rewards for harder-to-fill roles or for referrals that lead to a successful hire.
  3. Provide resources and training to help employees make better referrals. This could include sample referral emails, tips on how to identify good candidates, and guidance on how to sell the role and the company to potential referrals. Aim to provide at least 2-3 training sessions per year.
  4. Make it easy for employees to submit referrals. Use a tool like Boon or Jobvite to automate the referral process and make it simple for employees to submit their contacts. Set a goal of having at least 50% of referrals come through the automated system.
  5. Track and measure the success of your referral program. Look at metrics like the number of referrals submitted, the quality of referrals, and the percentage of referrals that lead to hires. Then, use those data sets to identify areas for improvement.


And there you have it – the top 20 recruitment best practices that’ll help you hire top talent.

From building a strong employer brand to using data-driven strategies, we covered every aspect of the hiring process.

Ultimately, finding the best candidate can take time and effort. But, by implementing these best practices consistently, you’ll be able to build a strong team.

Looking for more help in simplifying your recruitment processes? Contact us today! Our team of HR experts can help you by providing a customized solution for your unique recruitment needs.


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