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A good recruitment process is important and speaks volumes about your organisation.  It is a reflection of the validity and professionalism of your organisation.  Your potential employees, as well as current employees, use this as a standard of measure for your business as well as your customers and even other organisations in the same industry.

As far as recruiting employees, a structured recruitment process will attract the right kind of employees, the type that you want in your organisation with the knowledge, skills and abilities that you want and need.

It should also be cost-effective, as well as time-effective. If it takes up a great deal of your time and depletes your budget, then how good and effective is it?


Diversity and inclusion best practice

Diversity means a broad range of human difference. Each person has layers of diversity, making his, her or their perspective and lived experience different to others. These layers of diversity may include ethnicity, social disparity, culture, age, gender identity, sexuality, disability, nationality, religion and lived experience.


Being inclusive means recognising and valuing our differences and viewing them as strengths. Being inclusive requires a willingness to be open, learn about and value difference, especially in the work environment. Being inclusive means intentionally addressing issues of access, equity and participation. Inclusion means living and working together with acceptance, trust and mutual respect, and creating a shared future based on respect for diversity. To value inclusion by identifying, addressing and removing barriers in processes, policies and culture and through creating meaningful work opportunities for all.

Why is it important you conduct the recruitment process carefully?

You want to conduct your recruitment process with care from start to end. You want to ensure that you are attracting the right candidates not only for the positions that you want to fill but also for the environment and attitude of your organisation.


It can be expensive to hire and train new employees so when you are recruiting, you want to ensure that you are making the right choice.


There is no guarantee that your choice will be right, but you can do all that you can to minimise your risks and maximise your potential to hire the right person.

Which skills should you evaluate?

Thoroughly assess the position for which you are hiring. If you can, talk to other employees who are in the job or have held the position to get their input.

Catalogue all of the knowledge (education), skills (things they have learned either on the job or through training) and abilities (proven skills that they have used on the job). Also known as "KSAs," this is a great evaluative tool for hiring the right candidate for your organisation.

What are the benefits of having a good recruitment process?

A good recruitment process can help cut the time involved in the searching, interviewing, hiring and training process. It can streamline these processes and make your search for viable candidates much more efficient.

It also puts forth a positive image to your customers, peers and competitors who will view you are a more legitimate, efficient business. Recruiting is rarely a private affair.

It is often very public and sometimes even rather high profile, so you want to put your best, most professional face forward.

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