Recruitment Strategy: Practical Steps to Hire Better Talent

A poor hire wastes time, money and morale. Use a clear recruitment strategy to find people who fit the role and stay longer. This page gives simple, practical steps you can use today—no jargon, just actions that work whether you run a school, NGO, or small company.

Sourcing & Screening

Start by writing a short, concrete job brief. Say what the person will do each day, what skills matter most, and one clear success measure for the first three months. Vague descriptions attract the wrong applicants.

Next, pick sourcing channels that actually reach your audience. For schools and local organisations, try community boards, alumni networks, WhatsApp groups and LinkedIn. For technical roles, include niche job sites and referrals from current staff. Ask every applicant where they heard about the role so you can focus effort on the best channels next time.

Screen quickly and consistently. Use a short questionnaire with 3–5 must-have criteria and one practical task related to the job. This weeds out applicants who aren’t serious and gives you real evidence of skill. Then shortlist only the top 5–7 for interviews.

Interview, Select, Onboard

Run structured interviews. Ask the same core questions to every candidate and score answers. Include a situational question tied to daily tasks—how would they handle a late parent, a missing report, or a sudden schedule change? Behavioural examples tell you how people act under pressure.

Check references focused on the role, not general praise. Ask referees about reliability, teamwork, and areas for growth. A quick call often reveals important details that paperwork can’t show.

Make onboarding short and practical. On day one give them: a clear week-one checklist, key contacts, and the first small project that matters. Pair new hires with a buddy for 2–4 weeks so they learn culture and expectations fast. Good onboarding reduces early turnover.

Retention starts from day one. Set simple development steps—three learning goals for the first six months and monthly check-ins. Recognise wins publicly and offer small, meaningful rewards like extra leave days or training vouchers. People stay when they see progress and feel valued.

Measure what matters. Track time-to-fill, first-year retention, and performance against that three-month success measure. Use these numbers to tweak job briefs, sourcing channels, or interview questions.

Finally, build your employer brand steadily. Share short stories from current staff, show real workdays, and be honest about challenges. Local candidates trust organisations that feel transparent and human.

Follow these steps and you’ll cut wasted interviews, hire people who fit, and keep them longer. Small, consistent changes beat one big overhaul. Start with a better job brief this week and see the difference in your next hire.