Hire Slow

Slow & Steady (sometimes) wins the Race

Its an old adage but one that stands absolutely true, even in this current candidate short market, hiring fast tends to lead to poor outcomes in the recruitment process.

Recently I met with a client and they were proudly telling me how they had interview and that morning and offered the role on the spot, which can work out but we often find that rushed hires end up being poor hires.

In this case the company, made an impulsive decision to hire without doing any background checks or ensuring that the candidate truly understood the business, the role or the culture.

Now from a recruiter’s perspective we want our clients to move through the recruitment process – quickly, particularly in this candidate short market, where you don’t want to lose the best candidates, but the best results are achieved when you follow a process.

So how can you get the best available outcome when recruiting?
The selection process should be well-designed and transparent to ensure that the most qualified candidates are chosen.

It should include steps such as application screening, skills assessment, interview and reference checks. These steps help organizations assess the candidate’s skills, experience, and suitability for the role.

Well defined Selection Process

Recruiting the right talent is crucial for the success of any organization, and the selection process plays a significant role in achieving this goal.

Conducting effective interviews and using a well-designed selection process can help organizations identify and hire the most qualified and suitable candidates for their needs and include:

  • Write a great advert
  • Screen candidates well
  • Consider left of field candidates
  • Phone screen
  • Interview

Structured Interview Strategy

Interviews are the most common way of assessing a candidate’s suitability for a role. However, conducting a successful interview requires more than just asking a few questions.

To ensure that the interview process is effective, interviewers should prepare a list of questions that are relevant to the job requirements and conduct the interview in a structured manner. They should also look for cues that indicate a candidate’s suitability, such as body language and communication skills.

Background Checks & Reference Checking

Part of the recruitment process is to complete a background check on your preferred candidates.

You can learn a lot about a candidate through a verbal reference check etc.

There are many third-parties who can complete these for you.  Consider the following:

  • Reference checks
  • Skills checking
  • Personality Profiling
  • Qualification and ticket verification
  • Medicals
  • Police Checks
  • Working with Childrens Checks
Recruiting the right talent is essential for the success of any organization.
Whether you feel you can do it alone, or its time to reach out for professional help, keep in mind that the recruitment process needs to be structured, consistant and approached with an open mind.

In the current candidate focussed market, it is also important to keep in mind that the recruitment process needs to be thorough but completed within a reasonable time-frame, otherwise, you risk loosing candidates to other roles.

Our team work collectively to make sure the interview process is thorough and job offers are made as soon as


Your people are your greatest asset.