How to Create a Comprehensive Hiring Process That Attracts Top Talent

By Social Hire Contributor

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78% of companies can't find the talent they're looking for, so in today's fiercely competitive job market, attracting and hiring top talent has become increasingly challenging for organizations of all sizes. That's why it's grown more crucial than ever to build a comprehensive hiring process that gets you what you need. But where do you start? 

Let's get into that.

What Is A Hiring Process?

First of all, what is a hiring process?

A hiring process is a company's steps to bring in, select, and hire new employees. It involves creating job postings, seeking out qualified candidates, evaluating the applications and resumes received, conducting phone or in-person interviews, and finally, making an offer. Altogether, these activities form the basis of an effective hiring process that can help you find the right candidate for your open roles.

This seems like a no-brainer, but it's essential to take a comprehensive look at all the elements of building a successful hiring process. This includes assessing everything from job descriptions and necessary qualifications to the type of recruitment channels you use and any assessment tests you might consist of. Because every company is different when it comes to its specific needs, there is no one-size-fits-all solution when it comes to creating an effective hiring process. However, some essential components should be included in any successful strategy.

The most crucial part is clearly defined goals and objectives that outline precisely what you need from each applicant. Your job descriptions should be detailed enough to give applicants a good understanding of what they'll do on a day-to-day basis if hired.

It's also vital to create a timeline when starting your hiring process. Hence, everyone knows what tasks need to be completed and when. Of course, this timeline may shift as needed based on circumstances or changes in priorities. Still, having an initial plan for yourself and other team members working on finding new hires helps keep everything on track. 

Additionally, creating a system for tracking all applicants throughout the recruitment process can help speed up decision-making time by providing easy access to relevant data. 

Finally, having solid interview questions ready ahead of time can save valuable time during each stage of the interviewing process and ensure you get more meaningful insights about potential candidates than possible with ad hoc conversations alone. By carefully crafting questions tailored around each role's requirements and incorporating any assessments or skill tests into the overall recruitment effort, you'll obtain more data points to make decisions during later stages in your hiring process, like reference checks or offer letters.

Now let's discuss the different types of recruitment and see what's best for you. 

The Different Types Of Recruitment

  • Internal Recruitment

Internal recruitment involves filling a job vacancy by promoting or transferring an existing employee within the organization. This recruitment method benefits the organization as it helps retain top talent and reduce training costs. It also boosts employee morale by demonstrating opportunities for career advancement within the organization. 

  • External Recruitment

External recruitment involves hiring new employees from outside the organization. This recruitment method can be done through various means, such as job postings, referrals, and headhunting. However, external recruitment can also be time-consuming and costly, especially if the organization has to advertise the job vacancy on multiple platforms and they’re from another country where salary value varies. So it might help to check a salary guide for your job opening to help you cut down costs, even if it’s just a plumber. It should also be worth it to check out helpful HR guides for managing remote teams, since external hires mostly apply here.

  • Third-party Recruitment

Third-party recruitment involves hiring external agencies like vetted tech-talent platforms or recruiters to help source and evaluate candidates for job vacancies. These agencies can help streamline the hiring process, saving time and resources for the organization. Third-party recruiters often have access to an extensive network of potential candidates and can help to identify who may not be actively seeking job opportunities. However, the cost associated with third-party recruitment can be high, and the organization must ensure that the external recruiters are reputable and reliable.

  • Social Recruitment

Social recruitment is an emerging type that involves using social media platforms like LinkedIn, Facebook, and Twitter to find potential candidates. This recruitment method has become increasingly popular due to its cost-effectiveness and ability to reach a wider audience. Companies can also use social media marketing to create a brand image and promote their corporate culture, which can help to attract top talent. However, effective social recruitment requires a strategic approach and a significant investment of time and resources.

Now before we dig into the actual how-to guide, let’s clarify what benefits you’re looking for. 

The Benefits Of A Good Talent Acquisition Funnel

  • Attracts Top Talent

A good talent acquisition funnel helps organizations attract top talent by showcasing the company's brand and corporate culture. The horn should include a strong employer branding strategy highlighting the organization's strengths, values, and culture. By promoting the organization as a desirable workplace, the funnel can help attract and retain top talent.

  • Improves Candidate Quality

It can also help organizations improve the quality of candidates they attract. Organizations can attract candidates who meet their requirements by creating clear job descriptions, identifying specific skills and qualifications, and having a streamlined application process. A strong funnel can also help organizations identify candidates who fit the company's culture and values.

  • Reduces Hiring Costs

Organizations can reduce the time and resources required to manage the recruitment process by having a streamlined and automated application process. A well-structured funnel can also reduce the cost associated with employee turnover by ensuring that suitable candidates are selected for the job. Consider using various workflow automation software for more streamlined and automated processes.

  • Increases Efficiency

It helps organizations streamline recruitment by identifying key steps and stakeholders involved. This can help eliminate bottlenecks and delays and ensure the recruitment process is efficient and effective. A good funnel can also help organizations track candidate progress, enabling them to make informed decisions quickly.

  • Enhances Candidate Experience

Lastly, a good talent acquisition funnel can enhance the candidate experience by providing timely feedback and maintaining communication throughout recruitment. A positive candidate experience can help build a strong employer brand and attract top talent. It can also help create a positive impression of the organization, even for candidates not selected for the job.

How To Create a Comprehensive Hiring Process

Now that you know what prize you’ve set your eyes on, it’s time to learn how to get there.

  • Define Job Requirements

The first step in creating a comprehensive hiring process is to define job requirements. This involves identifying the skills, qualifications, experience, and personal attributes required for the job. Defining job requirements helps to set clear expectations for the role and ensure that the job description accurately reflects the organization's needs. This information can also be used to develop a screening process that effectively assesses candidate suitability. Include compensation and salary information to create a more transparent experience — especially if it's a sales-related role. 

  • Develop a Sourcing Strategy

Once the job requirements have been defined, the organization should develop a sourcing strategy to identify potential candidates. The sourcing strategy should be aligned with the organization's recruitment goals and budget. It may include advertising job vacancies on job boards, social media, and the organization's website. The organization may also use recruitment agencies or employee referrals to identify potential candidates.

  • Implement a Screening Process

The next step is implementing a screening process that effectively assesses candidate suitability. This may include various methods, such as resume screening, phone screening, and behavioral assessments. The screening process should be designed to identify candidates who meet the job requirements and are a good fit for the organization's culture and values. You can also use HR software to efficiently manage the applicants you are receiving. 

  • Conduct Interviews

Once potential candidates have been identified through the screening process, the organization should conduct interviews to assess the candidate's suitability. This may involve multiple rounds of interviews, including phone and in-person interviews. The discussions should be designed to evaluate the candidate's skills, experience, and personal attributes. The interview process should also allow the candidate to learn more about the organization and the role.

  • Check References

Before making an offer to a candidate, they must check their references to ensure they have the necessary skills and experience for the role. Reference checks can be conducted through phone calls or email. They should include questions about the candidate's work history, job performance, and personal attributes.

  • Make an Offer

Once the reference check has been completed, the organization can make an offer to the candidate. The request should include details about the salary, benefits, and any other relevant information related to the role. The proposal should be presented professionally and provide the candidate with a clear understanding of the terms and conditions of employment.

  • Onboarding

Once the candidate has accepted the offer, the organization should provide a comprehensive onboarding process. The onboarding process should include an orientation to the organization and the role and training on policies, procedures, and other relevant information. All this information can easily be stored in the company’s internal knowledge base. The onboarding process should be designed to ensure that the new employee is integrated into the organization smoothly and effectively.

Learn more: The 5 Step Employee Onboarding Process That Will Wow Your New Hires

The Top Ten Free Tools For Recruitment

Here are some free tools to help you accomplish all of those steps: 

  • LinkedIn

LinkedIn is a social networking platform that can be used for professional networking and recruitment purposes. It is one of the most popular tools for recruiters and job seekers due to its vast user base, user-friendly interface, and features tailored to recruitment needs. 

Recruiters can use LinkedIn to source potential candidates, build relationships with them, and showcase job opportunities. Job seekers can use LinkedIn to create a professional profile, connect with potential employers, and discover job opportunities that match their interests and experience.

In addition to its basic features, LinkedIn offers a range of paid services, including LinkedIn Recruiter and LinkedIn Job Slots. These services provide additional features to help recruiters streamline their recruitment process and reach a broader audience. LinkedIn is an essential tool for any recruiter looking to find top talent and build strong professional relationships.

  • Google Hire

Google Hire is a cloud-based applicant tracking system (ATS) for small to medium-sized businesses. The tool offers a range of features that can help recruiters manage their recruitment process more efficiently, including job postings, candidate management, interview scheduling, and hiring analytics. With Google Hire, recruiters can easily collaborate with hiring managers and team members, keeping everyone in the loop throughout the recruitment process.

Google Hire is also integrated with other Google tools, such as G Suite, Google Calendar, and Google Drive, making it easy for recruiters to manage their tasks from a single platform. Overall, Google Hire is an excellent tool for recruiters seeking an easy-to-use and affordable ATS. It can help companies streamline recruitment and find top talent more efficiently.

  • Indeed

Indeed is a popular job board platform that offers a wide range of recruitment services, including job postings, candidate management, and applicant tracking. With over 250 million job seekers and over 10 million company reviews, Indeed provides access to a vast talent pool for organizations of all sizes.

Indeed is also known for its user-friendly interface and affordable pricing, which makes it an attractive option for small to medium-sized businesses. In addition, Indeed offers a range of analytics and reporting tools that can help recruiters measure the effectiveness of their recruitment efforts and make data-driven decisions.

Indeed is a great tool for recruiters looking to reach a large pool of job seekers and streamline their recruitment process. Its powerful search and filtering capabilities, user-friendly interface, and affordable pricing make it a top choice for many organizations.

  • Glassdoor

Glassdoor is a popular job board platform offering various services, including job postings, company reviews, and salary information. The platform is known for its transparent and user-driven approach to the job search process, making it a go-to resource for job seekers and recruiters.

Glassdoor's job postings are designed to attract top talent, with features such as company photos, videos, and reviews that showcase the employer brand. The platform's candidate management and communication tools make it easy for recruiters to connect with potential hires and keep track of their applications.

Glassdoor also offers a range of analytics and reporting tools that can help recruiters measure the effectiveness of their recruitment efforts and make data-driven decisions. With its user-driven approach and powerful recruitment tools, Glassdoor is a top choice for many organizations looking to attract and hire top talent.

  • Handshake

Handshake is an excellent tool for employers recruiting top talent from universities and colleges. The platform's intuitive design and job posting features make it easy to connect with qualified candidates, and its applicant tracking system streamlines the recruitment process.

Handshake's unique feature is its ability to cater specifically to the needs of students and recent graduates. The platform enables employers to connect with top talent in a way that's more relevant to their demographic. Students and graduates can easily navigate Handshake's forum to find opportunities that match their career goals and skill sets. 

  • AngelList

AngelList is an excellent resource for startups and early-stage companies looking to build their team. With its focus on the startup community, AngelList provides a platform that allows companies to post job openings, connect with candidates, and review candidate profiles all in one place. 

Overall, AngelList has revolutionized the recruitment industry by providing a comprehensive and efficient platform for startups to find the best talent and for job seekers to find exciting career opportunities in the startup world.

  • Jobscan

Jobscan is a popular tool for job seekers to optimize resumes and cover letters. One of the important features of Jobscan is its keyword matching tool, which allows job seekers to scan their resumes and job postings to ensure that their application aligns with the specific job requirements. 

In addition to keyword matching, Jobscan provides feedback on other critical resume elements, such as formatting, tone, and overall content. 

  • Trello

Trello is a free online project management tool allowing users to organize tasks and collaborate in real-time. With its user-friendly interface and versatile features, Trello can be a valuable tool for managing recruitment and hiring processes. Users can create boards for job postings, applicant tracking, and interview scheduling, making it easy to stay organized and on top of each step in the process. 

  • Asana

Asana is a free online collaboration tool to help recruiters and hiring managers to streamline their recruitment process. It allows teams to create and manage tasks, set deadlines, assign responsibilities, and track progress. Asana can be integrated with other recruitment tools like LinkedIn, Google Hire, and Jobscan to create a comprehensive hiring process.

  • Zoom

Zoom has become increasingly popular as a recruitment tool because of its versatility and user-friendly features. The platform allows recruiters to conduct video interviews, schedule appointments, and collaborate with team members in real time. Zoom also allows recording and sharing discussions, which can help evaluate candidates and share information with other team members. 

Additionally, Zoom's virtual background feature adds a professional touch to video interviews and eliminates any distractions in the background. Overall, Zoom is an essential tool for modern recruiting teams, especially during the pandemic when remote work has become more prevalent.

The Top Ten Paid Services For Recruitment

If you’re looking for more advanced and specialized help, here are some of our recommendations:

  • Randstad: 

Randstad is a well-established global recruitment agency that offers a wide range of staffing solutions to companies in over 40 countries. With their comprehensive experience and expertise, they provide solutions for both temporary and permanent positions across various industries and job roles. Their executive search services are noteworthy and have helped many organizations find top-tier candidates for senior positions. Additionally, Randstad is an excellent choice for companies that require international recruitment services. 

  • LinkedIn Recruiter

LinkedIn Recruiter provides businesses access to more than 675 million profiles of potential candidates and tools that help organize and manage communication with them. It also offers advanced search filters such as job titles, skills, companies where they’ve worked before, and more, allowing recruiters to narrow down the list of suitable applicants quickly.

The platform also has a premium version with features such as email campaigns and personalized messages, enabling recruiters to build relationships with potential hires. Additionally, it includes analytics reports like applicant tracking statistics so employers can have real-time insight into their recruitment efforts.

Lastly, purchasing Pro allows employers to contact up to 30 featured applicants each month without needing a subscription plan – which could be helpful if you need an immediate hire or don't have much budget left over after posting your jobs on other platforms such as LinkedIn or Glassdoor.

  • Workable

Workable is a cloud-based recruitment platform designed to streamline hiring processes by allowing employers to create custom pipelines with pre-set stages (such as phone interviews or assessment tests). It also provides tools that help automate tedious tasks such as managing calendars and scheduling interviews across various time zones or departments – making it an ideal choice for businesses looking for an efficient way to hire multiple roles simultaneously. 

With the Workable Pro package, employers gain access to additional features such as monitoring candidate engagement to track success rates or conducting detailed reviews to identify successful hires faster.

  • JobScore

JobScore is another popular cloud-based software solution designed specifically for recruitment professionals seeking efficiency gains in their hiring process management activities. It offers customizable workflows tailored toward specific positions or departments that allow managers greater control over how candidates progress through different phases within their hiring pipeline. 

JobScore's suite of features also includes powerful insights dashboards, enabling recruiters to monitor hiring trends, uncover candidate sources, measure performance, and more. For larger organizations, JobScore offers packages starting at $99 per month per user with unlimited employees, including advanced ATS functionality such as video interview setup support and reporting capabilities.

  • SmartRecruiters

SmartRecruiters is one of today’s most popular end-to-end recruiting solutions due to its expansive set of features including applicant tracking systems (ATS), online job boards integration tools, mobile app connectivity options, social media promotion abilities - which provide users increased visibility into their talent pool while providing them easier ways find quality talent faster.

SmartRecruiters provides tailored pricing depending on the specific bundle and the organization's size. The basic license starts at $100 per user/month, while the pricing for more than ten concurrent job openings begins at $850 monthly.

With SmartRecruiter's impressive ability to reduce the time required to fill open positions and provide better ROI, investing in its highest-tier plan can be a justifiable expense for organizations seeking efficient and effective recruitment solutions.

SmartRecruiters also provides users with robust reporting and analytics tools, allowing organizations to track their recruitment metrics and adjust their strategies as needed. This data-driven approach to recruitment can help organizations make more informed hiring decisions and improve their overall recruitment outcomes.

Another critical feature of SmartRecruiters is its commitment to user experience. The platform is designed with a user-friendly interface, making it easy for recruiters and hiring managers to navigate and use. SmartRecruiters provides excellent customer support, including 24/7 support via phone, email, and chat.

  • RIVS 

RIVS Digital Interviews helps reduce the time spent on assessing job applications by using secure video interviewing technology to streamline processes with minimal effort required from recruiters to manage everything else manually. 

It’s built-in integrations with platforms like ADP Worker Insights, Amazon S3 Dropbox, Google Drive Greenhouse Salesforce, SAP SuccessFactors, ServiceNow SharePoint OneDrive, Webex Teams Yammer, amongst several others — making it easier to share documents share information specific task completion among parties within the organization save resources along the way. 

It also includes advanced functionality that enables sophisticated reporting analysis capabilities giving recruiters detailed insight into performance teams' projects, total enterprise demand commitment, and any additional fee packages starting $125/month upwards depending on organization size usage requirements.

  • Recruitee

Recruitee is a cloud-based recruitment platform that helps you post jobs on over 200 job boards and social networks, track applicants, manage their profiles, store resumes, and organize talent pools for later use. Its advanced search engine allows recruiters to find potential candidates quickly and easily. 

Additionally, its team collaboration feature enables employers to collaborate with colleagues on hiring decisions. The Pro package costs $159 per month per user. It includes unlimited job postings and access to premium features such as candidate scores and performance analytics.

  • Jobvite

Jobvite is a cloud-based human resource platform that provides end-to-end recruitment capabilities, including an applicant tracking system (ATS), employee onboarding tools, referral tracking, social recruiting functionalities, employee engagement tools, and more. It also offers an AI-powered tool called Proactive Matching which can predict the right job fit for each of your prospective hires by connecting them with relevant job openings using machine learning technology. 

The Pro version of Jobvite starts at $400 per month per user. It includes user-friendly features like video interview setup support and reporting capabilities.

  • Manpower

Manpower is one of the most well-known staffing agencies for recruitment services, ranging from creating job postings to onboarding employees. They charge a markup that typically ranges from 25% to 100% of the hired employee’s wages. But ultimately offer invaluable services that take the hassle out of hiring. 

  • AccurateNow

AccurateNow is a leading background screening company that offers a wide range of services across various industries. Their extensive screening process covers criminal history, employment verification, education verification, and drug testing. AccurateNow also offers pre-adverse and adverse action notification services to keep the candidate informed throughout the hiring process. 


Congratulations! That’s it, those are the basics. If you think this article can benefit others, please share it with your colleagues and friends on social media. Together, we can create better hiring processes and bring in the best talent for our organizations.

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