A team of good people is the heart of any successful business, but it can be a real challenge to find and hire the best person for any given role.

The market for talent is often intensely competitive and the recruitment process is a series of steps subject to many variables, from ensuring your job ad hits the mark and attracts attention, to picking the top applicants from a stack of CVs, then interviewing, checking references, and selecting your preferred candidate and making the job offer.

Get it right and you will have a valuable asset: a person who excels in the position and helps drive and build the company. Get it wrong and you’ll have a new employee who turns out to not fit the role or the environment, and you’ll either be spending lots of time training and supervising or be working out how best to move the newbie on so you can try again.

Benefits of adept recruitment processes for companies

Obviously, no employer wants to find themselves in the latter camp, so how can you minimise the errors and ensure your recruitment processes produce dependable results?

This white paper takes a comprehensive look at recruitment, including the reasoning for doing it well and how to succeed in securing (and keeping) the cream of the crop while avoiding the many pitfalls. We’ll also look at adapting to changes in the market and examine how modern tools like social media can make recruitment more efficient and effective.

Why effective recruitment is crucial

It seems fairly obvious that every company wants to hire the best people it can. A high-calibre team all performing individually and collectively is what makes a business really hum.

Recruitment is the first step in that process. If you can consistently bring in the person with the right knowledge, skills, and attitude for a job, you are setting your organisation up for success (and longevity).

A benchmark study by the Boston Consulting Group found that companies adept at recruiting had profit margins were twice as high as those that were less capable, and their revenue growth was 3.5 times greater.

That’s the upside. The flipside is investing all the hours and capital in attracting, selecting, and blooding a new hire only to have the person misfire.

There’s a lot that goes into successful recruitment (more on that soon), and no business can afford to regularly miss the mark in its hiring practices. Quite apart from dealing with the impact of individual poor performanc