Top 5 Tips for a successful recruitment campaign

Top 5 Tips for a successful recruitment campaign

Recruitment is a process, and failing to do any one part of that process well can lead to the campaign failing. You might not find suitable candidates, or worse still, have an offer to a great candidate rejected. Below are our top 5 tips for ensuring you have the best chance of filling that vital position:

#1 – Assess the market (and your offering)

In the current market it is important to recognise that recruitment is a two way process. Employers will struggle to get applicants for their vacancies if the salary and benefits they are offering do not meet market rate. Use a salary benchmarking tool to see how the salary you are offering compares to other currently advertised vacancies.

Consider what else your company offers that makes working for you a good opportunity. Do you offer flexible working? Good holiday allowance? A Christmas bonus? Training and development? Money is not the only reason people change roles and it is often the little things that make the difference.

#2 – Advertise the salary

It goes without saying that if you want people to apply for your vacancy you need to advertise it. Where and how you advertise your vacancy will have a major impact on the quality and number of applications you receive. Where possible advertise a salary, as adverts without tend to receive between a third and half the number of applications. For many candidates salary is critical (Over 80% of people view the salary as the most important factor). Candidates will view a role without a salary with suspicion, and potentially a waste of their time.

#3 – Time is critical / Prioritise the task

If recruitment is not the main focus of your day job, then it is highly likely that you will have competing priorities to deal with on a day to day basis. Recruitment can be a full time job, so if you are not able to dedicate time to the recruitment process I would highly recommend utilising a recruitment agency to help you. Whether you are going it alone, or utilising a recruitment agency however you will need to prioritise the recruitment process to a degree or face losing the best candidates to your competitors.

You may have heard the expression that “Time kills all deals”, and that is definitely the case with recruitment. Don’t start a recruitment campaign  if you are too busy to review the CVs you receive, or if the hiring manager is about to go on holiday for two weeks. The best candidates will not be there when they get back. Be as flexible as you can be in accommodating candidates interview availability. Delegate non critical tasks to other members of the team. Understand the cost of not filling a gap in your organisation!

Make your process appropriate for the role. You should aim to review applications as quickly as possible. Try to arrange first stage interviews within a couple of weeks at the most. Additional stages should be arranged within a week of the previous interview being completed. Most importantly, ensure that  number of stages matches the level of the role. Too many stages (or unnecessary ones), lengthen the process and will put off quality candidates.

#4 – Work with the right recruiter… in the right way

If you choose to work with a recruitment agency, do your research to make sure that they are a good fit for your organisation in terms of location and specialism. If you do engage a consultant then treat them as an extension of your business, not as a supplier. You would meet with your sales and marketing team if you were launching a marketing campaign, so why would you not dedicate some time to talk your recruitment consultant when launching a recruitment campaign? Working in partnership with your recruitment consultant will always reap the best rewards.

#5 – Communicate effectively

The way you communicate with candidates throughout the process is critical to keeping them happy. The most important period (but one that is often forgotten) is following an offer. Offer letters and contracts should be provided as quickly as possible following verbal acceptance, to allow the candidate to give notice to their employer. If the candidate has been actively looking for a new role, they may still be contacted regarding other opportunities between accepting your offer and the start date, so keeping in touch during this period and building mutual trust can be crucial.

Letting candidates know what to expect on day one can be reassuring. Alternatively you might just want to check everything is on track. A good onboarding strategy will increase buy-in, and decrease any chance of drop outs.


If you would like to talk to an experienced recruiter about a recruitment campaign you are looking at launching in the next 12 months contact The Burford Recruitment Company on 01993 225055 or email to arrange a chat.