Good Recruitment Practice: Top Tips for Hiring Success

Recruiting the right people is one of the most important investments a business can make. But it’s not just about attracting top talent – it’s about delivering a professional, respectful and engaging experience for everyone involved. Whether you're an SME owner or an HR lead managing growing teams, following good recruitment practices can help you secure the right candidate quickly, reduce dropouts, and build a positive reputation as an employer. 

Here are some practical dos and don’ts to ensure your recruitment process runs smoothly for everyone involved. 

1. Prioritise Clear and Consistent Communication 

DO: 
Keep candidates informed throughout every stage of the recruitment journey – from acknowledging applications, to scheduling interviews, and even post-interview updates. Silence is a common complaint from jobseekers and can severely damage your employer brand. 

DON’T: 
Leave applicants in the dark. Even if there’s no update, a simple check-in message helps manage expectations and shows that you respect their time and effort. 

Tip: Set automated responses to acknowledge applications and schedule regular status updates, even if it’s just to say they’re still under consideration. 

2. Act Fast – Don’t Let Good Candidates Slip Away 

DO: 
Review CVs and applications as they come in. Many candidates are only on the job market for a short time. According to a recent LinkedIn study, the average time a candidate is available before accepting another offer is just 10 days. Waiting until the closing date to begin shortlisting often results in missed opportunities. 

DON’T: 
Delay decision-making. If interviews or internal discussions drag on, strong candidates may accept other offers or assume disinterest. 

Tip: Use rolling applications and commit to weekly shortlisting to maintain momentum. 

3. Be Transparent About the Hiring Process 

DO: 
Let candidates know how many stages your interview process includes, how long it’s likely to take, and what to expect at each step. Many jobseekers are juggling multiple opportunities, and transparency helps them plan accordingly. 

DON’T: 
Spring unexpected assessments or extra rounds on candidates late in the process – this often leads to frustration and drop-off. 

4. Plan Around Availability – Including Your Own 

DO: 
Ensure key decision-makers and hiring managers are available during the recruitment window. Hiring decisions often stall when managers are on leave, which can lead to losing your preferred candidate. 

DON’T: 
Start a recruitment campaign if holidays, team absences, or major internal projects will affect your ability to act quickly and keep candidates engaged. 

Tip: Build recruitment timelines around team availability and avoid scheduling hiring rounds during peak leave periods. 

5. Keep Up the Momentum 

DO: 
Treat recruitment like a project – with a clear start, middle and end. A fast-moving and well-structured process sends the message that your business is proactive, efficient, and values people. 

DON’T: 
Allow the process to lose steam. Delays between stages, long gaps without contact, or vague timelines suggest disorganisation and may prompt candidates to withdraw. 

Tip: Before you begin the recruitment process, it's crucial that the key stakeholders understand your business needs and what gap this new hire would fill in the team. This will help to drive the recruitment forwards.

6. Make a Lasting Impression on Day One 

DO: 
Prepare thoroughly for your new starter’s arrival. Ensure their equipment, login details, workspace and schedule are ready. A structured induction and training plan builds confidence and demonstrates that your organisation is prepared and welcoming. 

DON’T: 
Wing it. Nothing undermines a new hire’s enthusiasm faster than being greeted with confusion, missing equipment, or no clear idea of what they’re supposed to be doing. 

Tip: Involve team members in the induction process – assigning them short sessions or buddy responsibilities helps your new recruit build early relationships and feel like part of the team. 

In Summary: Set the Standard for Recruitment 

Your recruitment process reflects your organisation’s values, priorities and culture. A strong, candidate-centred approach doesn’t just help you hire better – it leaves every applicant, successful or not, with a positive view of your business. 

By focusing on communication, speed, transparency and preparation, you can create a streamlined, professional experience that attracts the right people and gets them off to the best possible start. 

Need a Hand? 

If you're short on time, resources or simply want to make sure you're getting it right, it might be worth considering outsourcing your recruitment. At Cummins Mellor Recruitment, we specialise in helping businesses like yours find the right people – quickly, compliantly, and with care. 

From sourcing top talent to managing interviews and onboarding, we make recruitment smoother for everyone involved. 

Get in touch with our team today to see how we can help you recruit with confidence.