Hiring The Right Candidate

How to Nail Recruitment Without Losing Your Mind (or Breaking the Law)

Hiring the right person for the job is like finding the perfect avocado—it looks easy, but one wrong pick and things get messy. So how do you make sure your next hire isn’t a flop? By following a recruitment process that’s thorough, inclusive, and legally sound. Here’s your no-nonsense guide to selecting the ideal candidate (spoiler: it’s not just about a firm handshake).

1. Know What You Want (and Write It Down)

Before you dive into CVs, define the role. What qualifications, skills, and experience does the perfect candidate need? Skip the vague “team player with a can-do attitude” fluff and focus on measurable, job-related criteria. Think of this as your wishlist for Santa, but for your business.

2. Build a Recruitment Process That Works

Throwing spaghetti at the wall to see what sticks isn’t a strategy. Combine structured interviews, skills assessments, and work samples that align with the role. Bonus points if your methods are fair, consistent, and actually test what the job requires.

Pro tip: Avoid off-the-cuff questions like “What’s your spirit animal?” Fun for icebreakers, useless for hiring.

3. Interviews: Structure Brings Clarity

We get it—interviews can feel like first dates, all awkward silences and overthinking. Save everyone the pain by preparing standardised, job-related questions. Evaluate candidates objectively, avoid personal prying (no one cares about their star sign), and make sure every candidate has an equal shot to shine.

4. Test Them (But Fairly)

Want to know if they can do the job? Let them prove it! Skills assessments or practical tasks directly tied to the role are a game-changer. Just make sure these tests are bias-free and realistic. You’re hiring a designer, not an Olympic sprinter—keep it relevant.

5. Call Their Referees (And Actually Listen)

References are more than just a box-ticking exercise. Reach out to previous employers and ask meaningful questions about work ethic, reliability, and skills. Oh, and play by the rules—don’t use this as an excuse to dig for dirt or discriminate.

6. Diversity Is Essential, Not Optional

The best teams aren’t clones of one another. While cultural fit matters, make room for diversity in every sense: backgrounds, perspectives, and experiences. A diverse team isn’t just nice to have; it’s good for business.

7. Look Beyond the Suit

At the end of the day, recruitment is about balance. You want someone who meets the job requirements and gels with your team, that perfect cultural fit. It’s more about shared values than whether they’ll join Friday drinks.