I have had the privilege to work with some of the largest employers in the country (Norway) and for them it’s not a question of whether or not to be great at recruiting, they simply see their people as their most important asset and treat recruitment accordingly. My message is built on observing what a few highly professional and skilled recruiters do, and compare this with what is the norm in most recruitment processes. From this I suggest the following simple steps:

1. Secure an optimal selection and screening process

The single most important step in finding the right person for any job, start long before any interview. You have to define what the most important qualifications and skills are. These should be as concrete and measurable as possible, such as relevant education or previous experience. But it can also be more abstract, such as the American airline that always tried to choose the candidates who smiled a lot, given that other qualifications was in place. To avoid selection based on personal opinion and first impressions, one should also ask the applicants a set of qualifying questions. Make each applicant fill in a simple form. This way it is easy to compare different people based on the same, predefined criteria.

2. Use the right channels based on facts and qualified knowledge

The media are full of advertisements , and job ads have for long had a double function for HR and Marketing; We look for new people and at the same time we show the market that we are doing well. These are not necessarily the best reasons for expensive job ads. By asking applicants where they first heard about the job and what channels they prefer when looking for new positions, you can save a lot of money and time going through the wrong channels, attracting the wrong applicants. Your existing employees are also great sources of information. Ask them about their reading habits and have them recommend where you could find their like. Existing employees knows the company well and can be a very effective channel in attracting the right people.

3. Keep the second best happy and involved

Most recruitment processes end up with two or three suitable candidates, where you convince yourself that there is only one person that is the best fit. In reality, number two and three have also gone far in the process and probably have similar qualifications. Why not consider asking all applicants if they would like to be kept informed about future openings? This way you have an excellent chance to keep a dialog with potentially interesting candidates for the next time you need new people. This is similar to what universities call alumni; it is where the institution interacts with former students, and often a great channel to find more students for post graduate studies.

Recruiting can become your competitive edge

By following these three steps, most companies can significantly improve their recruitment process. Not all companies have the size that requires such an extensive process, but most can follow the basic principles. This is not an “all or nothing” exercise; in fact I have not yet met a company that does all of the above. So if you think you can achieve some of these steps, the chances are that you are well on your way to achieve a competitive advantage in your future recruiting.