The document provides tips for improving the recruitment and hiring process. It advises recruiters and hiring managers to ensure online application forms are functioning properly, avoid redundant resume uploads, ask meaningful interview questions, provide company context in job postings, communicate scheduling changes in a timely manner, review applicant materials before interviews, and utilize social media for additional candidate research. Overall, the document stresses the importance of organization, effective communication, and thorough preparation to create positive experiences for both applicants and hiring teams.

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If you post jobs – Please check your online application or recruitment
forms and make sure that the system is fully functional and working.
Please - do not ask to upload or provide a resume if all of the information
from it is already provided on the form the applicant has just filled in; it
becomes tedious for the applicant to fill out and for you to read.

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Asking strange questions such as “How much are they paying you nowadays?” will make
applicants feel awkward and won’t help you find a good candidate. Instead ask meaningful
questions such as “What skills and development have you been working on during your career
breaks?” This will show you which applicants demonstrate a good use of their time.

7. Putting a company name to your job ad avoids any embarrassment of not knowing
anything about the business or job sector and saves everyone valuable time. As a
recruiter or hiring mananger you can also find out which candidates have put in the
effort to researching the company rather than just applying for any job.

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Candidates will be nervous and the vast majority
will make every effort to
impress their potential employers. There is
nothing worse than being told that
your interview is running 30 minutes late, the recruiter showing up in inappropriate
clothing, hot tempered sessions or even answering a phone call half way through.

11. Whether you’re a recruiter, hiring manager , good communication is the part that allows
everyone to make the right decisions.
If you use a CMS and ATS, surely you can kick-start the communication module and provide
your clients and jobseekers with decent and updated feedback. Automated emails are lame
but better than nothing and no feedback is simply unacceptable.

13. Make sure you take five minutes to look over
resumes or forms prior to an interview.
It is unprofessional and demoralising to attend an interview and see
that the recruiter clearly hasn’t glanced at the and can’t manage to ask
you any specific questions about your experience or skills.

15. Rookie Hiring
Managers
are particularly
a problem for
graduates or
those looking for
a career change.
Don’t invite a
recent graduate for
an interview and
then say you are
looking for
someone with a
minimum amount
of work experience
which isn’t possible
unless they have
got a job in that
sector... an
annoying Catch 22

17. It is good etiquette to ask
“Do you have any questions about the job?”
But before you do, make sure that you know answers to vital questions.
Questions about salary,
potential start dates and times are the most common.

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Don’t assume that someone who was a manager in a previous job
doesn’t want a lesser-paid job. They may be able to bring key
elements to your workforce and be perfectly happy not to have the
added responsibility and still be highly suitable for the job!

21. If you have requested that the applicant brings extra paperwork such as
identification, certified documents or qualifications,
take the time to look at them.
If you don’t they will assume they haven’t been successful and you may also
miss out on something not picked up in the application or interview.
Check out your candidate’s ‘other information’ in LinkedIn
or other social media to gain further valuable insight.