How to Excel in your Recruitment Process


01. Kick-Off — Explore and establish common goals

“People are not your most important asset. The right people are.” Jim Collins



The stakeholders


Ideas and goals


The process

Key questions

Why are we hiring this person?
What is this person's day today going to look like?
Is anyone on the team doing something similar at the moment? (And if the answer is yes you should definitely slide into those slacks DMs! What better way to understand the role than by actually getting to know the people?)
What will be the onboarding process?
What is most interesting about this role?
What are some things that totally suck?
What improvements are being made?
What do you expect from this person
What would the perfect candidate be like?
Now let’s be real….How does the candidate actually need to be? (explore as deep as needed, why does the person need X? I don’t know the W tool, what is it for? Why is Y so important?)

Hiring process

You have it all set. The beginning at least! Now it’s time to stretch a bit and get ready for action!

Let’s build our path to success:

01. Create the job ad: And don’t forget to share it with the team! Bonus points: Ask the hiring team to co-write a small text describing the day to day and the team culture! Who better than them to sell the role?

  • Rejection, next steps and even approvals emails!

Hiring Process — Strategy

Pick up your kick off persona and ask yourself what would be the best strategy to find that candidate. One size doesn’t fit all so I, unfortunately, won’t be able to able to give you a magic answer. Sometimes you will have to go through your database! Other times betting on referrals is a great way to guarantee that the pipeline is looking full! But, and as we are all very aware, the tech market is so competitive that to boost things up, sourcing it’s almost always part of the plan.
You can always readjust whenever needed, learn and grow as you go!

Persona example for role X

Hiring Process — Sourcing sucks

or does it? Don’t get me wrong, I am not, by any means a sourcing lover. I would much rather spend my energy in interviews, getting to know amazing people and wandering around my slack channel keeping up with the team! But sometimes you have to put on those headphones, fire up with a badass playlist and just go at it!
If you think sourcing might not be for you is most likely because you aren’t making it work for YOU. Sourcing is a lot of things, but from all of the things that it is, it neither needs to be boring nor robot-like. That’s what I hated most about sourcing at first, you know? The non-stop messaging that you do, the million profiles that you see… Some people love it like that, nothing against it! But if you are like me, maybe you just need to change your strategy. Here are some things that I’ve changed to make it more me:

Hiring Process — Sourcing doesn’t have to suck

If robot allies it’s more your style, rock it! Just remember to keep the human in there somewhere!

With so many things happening it’s often hard to give ✨manual attention✨ to sourcing and that’s why automation tools are great! Having an automation tool might get costly, so if you want to automate things in a more organic way don’t forget to use the best LinkedIn quick selection tools and template messages.

For the robot lovers, the following are great:


Hiring Process — Keywords and search targets

Like templates, defining and keeping track of your keywords and search targets is a great way to save time and your sanity. When dealing with a high volume of work it’s quite easy to lose track of things, profiles keep repeating, you aren’t sure how many times you changed the phrase structure to get new results and it feels like you are running in circles. It’s also quite easy to feel lost in the beginning, either because you aren’t familiar with a certain tool\system\language or because you have no idea where to start. Here are some of my favourite ways to start this stage!

  • Analyse your hiring team background, in which companies were they in before?
  • Search same business companies
  • Search well-known companies
  • Search companies with great talent

By comparison

  • Analyse your hiring team background. What type of keywords is relevant on their profiles that you can recycle?
  • Don’t forget to make LinkedIn your ally and use “see similar profiles” to the max!
  • Found a great candidate? Gather all the things that make them great and go from there.

By Stack:

Despite being the most used method, here are some tricks you might not be aware of just yet:

  • As time goes by start broadening your search, play around with keywords and see how many profiles you can find!
  • Don’t try to start your search without having a clear understanding of the tech you are looking into. If you asked the right questions during kick off this shouldn’t be a problem for you, if you are feeling lost ask the hiring team again or dive into google.

Hiring Process — Interview Stage

Now that you have your first interviews scheduled, the next phase begins. Each company will have different hiring processes and the recruiter, more often than not, is not the one in charge of deciding how many phases are there supposed to be or how the process is structured. But this doesn’t mean you shouldn’t ever stop trying to advocate for your candidate's experience and while you are at it, your own.

  • Be present during the process, and check upon them. Yes the team is loving the candidate, is the candidate loving the team? Does the project resonate with them? Is it something on their mind?
  • You don’t need to have it all figured out, but you should always be available to try!

Hiring Process — Offer

Congratulations! You were able to find candidate X and the team is excited to present them with an offer. Before anything, do a little celebratory dance, don’t ever forget to celebrate the good things, you earned this!
Different companies have different regulations so you should get well informed of those beforehand.
You may or may not be in charge of this part but even if you are not, don’t forget to keep yourself invested in the outcome and be sure that your emphatic superpowers are available if needed!

Data Analysis

The best way to improve? Understanding what happened. Using data in your hiring process increases your quality of hire and better prepares you for future processes. You can’t improve unless you understand what went wrong and you can’t grow unless you understand what you are doing right.



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Damia Group Portugal

Damia Group Portugal


At Damia Group we take the hassle out of tech recruitment and put in the right professionals who will excel in your organization 🔥