Less is more: 8 ways to make your recruitment process more efficient

In a time when businesses are striving to do more with less, employers find themselves caught between a rock and a hard place. On the one hand, we want to give our employees everything they want and need, but on the other, we are facing a highly volatile, competitive, and unpredictable market. With turnover on the rise, it’s only natural that businesses are investing in streamlining their recruitment processes. In fact, 78% of hiring managers agree that finding and retaining top talent is going to be their biggest challenge in the coming years.

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Re-evaluating our hiring strategies is essential in this current landscape. Here are our 8 top tips to help you do this more efficiently.

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Rethink job titles and descriptions

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One of the most challenging aspects of recruitment is sourcing candidates. However, it seems job descriptions have become more of an exercise in being clever than a genuine attempt to attract the right talent.

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Many companies are now posting ads for ‘rockstars’, ‘gurus’, or ‘ninjas’, making it increasingly difficult to tell what the job actually entails. We recommend getting straight to the point. Your potential hires are busy and don’t have time to read between the lines, no matter how creative. This trend is affecting both the volume and the quality of applicants. Ensure that the job title and description are clear and concise — can a candidate tell what they’re actually expected to do in this role?

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This step is also key to defining your ideal candidate. Separate the ‘must-haves’ from the ‘nice-to-haves’, and keep each list to a maximum of six points. Avoid absolute or inflated language — research shows that women and neurodivergent individuals are significantly less likely to apply for jobs if they don’t meet 100% of the criteria, meaning you could be missing out on top talent.

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Turn to your employees

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With a clear candidate profile and a strong job description, recruitment becomes far more straightforward. But many companies still overlook the value of internal candidates. If you’re hiring for a senior position, consider promoting from within. These individuals already know the business, align with your culture, and understand the role — plus, internal mobility can greatly improve retention.

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Referral programmes are another valuable resource. Your employees are likely to recommend candidates who share their work ethic and values. Offering a reward for successful referrals not only builds a stronger team but also increases employee engagement.

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You should also consider reaching out to strong candidates from previous rounds — those who may not have been chosen initially but showed great potential. Reconnecting before advertising externally can significantly shorten your time to hire.

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Simplify your process

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It’s important to get a sense of a candidate before making a hire — but no one wants to jump through endless hoops. Is that third interview really necessary?

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The key is striking a balance between assessing personality, behaviour, and skill, while keeping the process efficient. If you know what you’re looking for, it shouldn't take a phone screening, skills task, panel interview, and a cognitive test to decide. In fact, 78% of job seekers say they’ve dropped out of a lengthy or complicated hiring process. That’s why we suggest a short 5–10 minute screening call, a psychometric test, and one structured interview as a strong starting point. For more technical roles, a task may be added, but only if it’s essential.

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Also consider the application process itself. Are you asking candidates to re-enter their CV details? Are they filling in a form before submitting their application? Reduce barriers by keeping the entry requirements simple: a CV, a cover letter, and maybe a couple of qualifying questions. If candidates drop out midway, it only delays the process further.

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Involve fewer people

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Smaller businesses often believe that everyone needs to approve new hires. Larger organisations, meanwhile, suffer from excessive red tape. Either way, too many decision-makers can slow the process down.

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Think about who truly needs to be involved — typically a direct manager, department lead, and HR. You may choose to introduce the candidate to team members later, but try to keep decision-making streamlined and efficient.

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Communicate regularly with candidates

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Some hiring processes take time — and that’s okay. But silence leads to lost talent. High-quality candidates are usually considering several offers, and if you don’t respond, they’ll move on.

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Keep communication open, even if there’s no news. A short update to let them know they’re still under consideration goes a long way. Be transparent about timelines, stages, decision points, and expected start dates. This kind of communication helps build trust and keeps strong candidates engaged, increasing the likelihood they’ll accept your offer.

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Rely on objective data

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Gathering insights about a candidate can be time-consuming. That’s why adding objectivity can speed up the process. Personality and cognitive assessments give you fast, accurate insights without needing to invest heavily in time or resources. It’s no wonder 80% of Fortune 500 companies use them.

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Thrive offers assessments benchmarked against tens of thousands of people in comparable roles. The traits and skills tested are tailored to each job’s requirements. You can also add traits that are important to your company’s culture. The platform even highlights other candidates who score highly, helping you grow your talent pipeline with minimal effort.

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Streamline your interviews

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As mentioned earlier, multiple interviews can drain both your time and your candidates’ energy. One effective, well-planned interview is usually enough — if you ask the right questions and gather the right data.

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Make sure your questions align with the job. If you need a persuasive salesperson, ask about a time they convinced a reluctant customer. This gives you tangible insight into how they match the traits you’re seeking.

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Thrive can provide interview questions based on a candidate’s specific assessment results. This allows you to explore both their strengths and any weaker areas in a structured way.

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Think of recruitment continuously

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Even if your current team is fully staffed, those roles won’t stay filled forever. It’s unrealistic to assume positions won’t open again in the next year or two.

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That’s why recruitment must be a continuous process. Building your employer brand, keeping up with market trends, and staying in touch with talent through platforms like LinkedIn or industry events will make future hiring easier. Starting from scratch every time simply isn’t sustainable in today’s world.

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Ready to find the best candidates, quickly? Book a demo with Thrive today.

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