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Recruitment Strategy Guide

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So you’ve identified that you need to bring in a fresh face and it’s time to start scouring the market for your newest team member. But where to begin?
Catch have put together our Recruitment Strategy Guide to help you achieve the most efficient, successful hiring process…

1. Write a clearly defined job brief and set a budget:
  • Before beginning your search for candidates it’s essential that you clearly define who it is you need to bring in and what you’re looking for them to achieve in their role.
  • A good job brief will include a detailed outline of the requirements of the role, who it will report to, skills/experience required, any qualifications needed and salary/package details.
  • If this is a replacement hire then it’s important to consider what the role actually requires, rather than simply searching for a like-for-like replacement of the previous post-holder
2. Approach a specialist recruitment agency:
  • Once you’re clear as to exactly what you’re looking for and how much you can pay then it’s time to head to market. But doing so can be a daunting, time consuming prospect, completing endless applications and hours spent trawling through job boards – this is where a specialist agency can save you time and money.
  • The best agencies will often have access to candidates that aren’t available to the general market, they’ll make sure to understand your requirement fully and will work with you to ensure a timely, efficient hire.
  • Choosing the right agency or agencies to work with is important so spend a bit of time researching them and don’t make a decision based solely on price – there’s usually a reason for agencies offering exceptionally low fees! You do not need any more than two specialist agencies working any one position.
3. Review CVs and provide detailed feedback:
  • Now that you’ve got CVs coming in from a couple of agencies it’s important to review them quickly and provide detailed feedback as to why candidates are/aren’t right.
  • This will allow the agencies to tailor their searches, which will mean you receive the most relevant candidates in a time efficient manner. Providing quick responses also conveys interest to the candidates, and lets them know that you’re serious about hiring.
4. Interviews:
  • Once you’ve received a CV that matches your requirements, arrange to speak with the candidate as soon as possible.
  • Initial phone interviews can be a quick way for you to whittle down a number of candidates to just a select few that you’d like to meet with face to face.
5. Offer Stage:
  • You've had 3 candidates in for a final stage interview and have now decided on the person who is right for you, but you also need to ensure that the candidate feels you are the right company for them.
  • Use this opportunity to make the candidate the best possible offer you can straight away – coming in with a low offer can convey to the candidate a sense that you don’t really value them, or recognise what they can bring to your business. In our experience making your best offer first results in a far higher success rate at securing the candidate you want.

BONUS TIP - Approach the recruitment process with urgency throughout.
Taking days on end to provide a job spec, and to provide feedback on CVs, and then further time to arrange interviews is almost certain to have a negative effect on the overall success of your hire. The current market is very much candidate driven and as such it is likely that they will be considering a number of options at any one time – a slow process can give a negative view before they have even spoken to you, equally in that time they may secure another role whilst you’re still deliberating, thus meaning you waste your own time as you could be reviewing CV’s of candidates already off the market.
Similar to the approach of ‘Making the best offer you can straight away’ responding to candidates quickly is essential to a successful hire – and it’s important to remember that your employees are the ones who help your business thrive and grow!