November 30, 2021

Improve Hiring Strategy with 2 Simple Recruitment Tweaks

Guidance piece by Cairns Recruitment Expert & Director of Superior Recruitment, Christine Foudoulis, offering practical advice and tips to help businesses of any size to improve their hiring strategies, by focusing on your business on organisations recruitment lifecycle processes and tweaking your employee onboarding process.


Interview preparation: A little can go a long way

As a hiring manager you are representing your organisation and company culture to people who work in similar industries. A candidates experience through your recruitment and interview process not only shapes their own perceptions of your organisation, but impacts the way people speak about your company to their peers who could be potential candidates or customers.

Speaking from experience, some of the interview experiences candidates have still surprise me. A few years ago, a very experienced candidate was interviewed by a panel of 3 Directors in a company. During the interview, it not only seemed to lack structure, as the questions were not very strategic, but 2 of the Directors were distracted through the interview and were messaging on their phones. My candidate left that interview disappointed, frustrated and with a very poor perception of the company. The candidate was surprisingly invited back for a second interview which they declined! This example of a poorly structured and conducted interview highlights the importance of a little preparation to set your interview process up for success.

Did you know Superior Recruitment can draft targeted interview questions for your next interview process? Speak to us if you’d like more information about our value added service.

Impatient Candidate or is the Your Recruitment Process Taking too Long or lacking Structure?

Highly skilled and experienced candidates are aware of their market value and generally are not willing to wait too long during the hiring process. Often savvy candidates are interviewing for a handful of very targeted roles and it’ s very likely that they will have multiple job offers to consider.

In the many years I have been recruiting, it is unfortunate to see Clients losing out on their preferred candidate because of delayed feedback and decision making, especially during the shortlist and interviews stages. I cannot stress enough; how important it is for Client organisations to act fast once they have found the right match for their vacancy. Candidate Sourcing can take time to identify the right shortlist of candidates, however once you commit to interviewing, decisions need to be made in real time and quickly before a preferred candidate is snapped up by your competition and you are forced to start the recruitment process all over again!

How Does a Lengthy Hiring Processes Impact your Organisations Reputation?

Review platforms such Google reviews are becoming more common place and savvy candidates are, highly likely to look at a company’s online reviews before deciding whether to apply for a job. Word-of-mouth interactions within the marketplace can also impact a company’s reputation, further highlighting the importance of providing jobseekers with an efficient hiring experience. It is therefore in the best interest of all parties involved, Client, Recruiter and Candidate, to provide open, honest and timely communication and feedback.

What is Your Budgeted Salary?

Agreeing on a budgeted salary before you even start recruiting is critical to ensure there is a consistent message in relation to remuneration from the beginning and throughout the recruitment process. This allows your businesses, or your Recruiter to approach candidates in the right salary bracket.

I have seen much time wasted on salary negotiations during the offer stage. Quite frankly, salary negotiations need to happen earlier in the recruitment process. Ideally salary is revisited a few times before a shortlist is created.

TIP: If your organisation absolutely cannot hire an employee outside of the budgeted salary, an honest conversation needs to be had with your Recruiter and any Shortlisted candidates that you are inviting to interview. Being transparent saves everyone’s time.  If a candidate decides to progress knowing that a higher salary is not an option, they can decide if they would like to proceed, rather than feeling frustrated after attending countless interviews and having references checks completed and turning down an offer because the salary offered does not meet their expectation from the outset.


  • Could the initial Interview be conducted by phone or Skype? If other key decision makers are not available due to when you are wanting to arrange interviews, having a first preliminary phone/Skype interview is an effective and time-efficient way to assess whether to invite the candidate for an in-person interview.
  • Block out interview times in advance over 1-2 days. The advantages of interviewing candidates in a shorter space of time can provide a better comparison between candidates and is generally more efficient. Prepare interview questions
  • Prepare interview questions for each round to explore personal and technical skills as well as experience. TIP: Questions around behavioural suitability are best reserved for second/third-round interviews.
  • Share feedback Clear communication between all stakeholders involved is critical during a multi-round interview process. Each interviewer should provide feedback to every stakeholder to avoid doubling up on questions and also delaying the feedback process.


  1. WAYS YOUR BUSINESS CAN IMPROVE YOUR ONBOARDING PROCESS:  How can Your Business Improve Your Employee Onboarding Process?

Every organisation, regardless of size should have a clear onboarding process that makes a new hire feel welcomed and valued and let their company’s culture shine! Here are a few tips to tweak or streamline your current onboarding process:

  • The Onboarding process can involve introductions with new colleagues, a welcome pack, setting up an introductory meeting with their mentors or line managers and formal induction/orientation session to discuss the organisation, its ethos and culture, and to answer any questions.
  • The first week onboarding a new employer is a great opportunity to demonstrate how much they value their staff and develop personal development plan for the new employee.
  • Regular catch ups during the first few weeks of onboarding is a great way to uncover any frustrations or unhappiness that new employees may be experiencing, but are reluctant to share openly. This conversation is invaluable and could highlight the need for further support, information or training.
  • The more people involved in making a new starter feel welcome, the greater the boost to team morale and future collaboration, leading to longer-term success.

Not Finding the right Staff?

If you have employed all of the above strategies, but still not finding the right staff, speak to your Cairns leading employment & staffing consultancy Superior Recruitment. Our Recruitment Specialist is highly experienced and here to make recruitment easy, efficient and affordable.  Book an obligation free phone consultation see how we can source the right staff for your businesses.