Need to make a fast hire? Here’s 3 tips how


For decades recruitment was stuck with the same basic model: vacancy instruction, source candidates and make a placement. There were few variations and even fewer technical innovations. But the modern world is fast-paced, with organisations having to react to rapidly shifting industrial landscapes, whatever specialist market their business operates in.

Throughout the decades one thing hasn’t changed: the importance of sourcing the right people. The big benefit of the modern era is the availability of technical innovations to transform the contemporary recruitment process into a streamlined undertaking, allowing companies to capture the talent they need, when they need it.

At idibu we are experts in assisting employers and recruiters to pinpoint the perfect candidates, so we thought we would share with you the three most important factors in hiring quickly, giving you an efficient time- and cost-to-hire.

Recruitment Software
Job boards still remain the best way to attract and source candidates, but there are a multitude, and posting adverts on every one is repetitive and time consuming. Using ourselves as an example, idibu’s Adpost partners with over 1,200 international job boards, enabling our clients to become more efficient and their recruitment process more effective by creating one advert that syncs with each of their advertising accounts.

ibidu also tracks every applicant through our proprietary Aptrack system. Plugging seamlessly into every job board and in-house recruitment website, we provide detailed data on the efficiency of a job board’s performance, consultant activity, in-depth management reports and more. AdpostHR combines our posting and tracking tools, allowing corporate recruiters to get on with the important job of hiring, without getting cluttered with administration.

But these services alone are not enough, that’s why idibu’s Apsearch allows clients to search multiple job boards in one place, bringing candidates into one data hub, removing duplicate CVs and saving considerable time.

The Best-Fit Candidate
This may sound obvious, but the number of organisations that have to make two hires for the same position because the first candidate didn’t work out is astonishing. We live in advanced times with a plethora of technologies adapted specifically for the recruitment process – make use of them!

Target your adverts by using niche job boards. Adopt video interviewing to pre-screen candidates. Use technical testing and personality profiling to narrow down your search. Have short-listed candidates meet with the team they might be placed in; how do they interact? Will they blend beautifully or cause an upset with their (hidden-at-interview) abrasive personality?

Of course, you always want the best-fit candidate, but do you use the best-fit processes to source them?

The Perfect Job Description
It is easy to use the same advert template for a variety of different vacancies. HR and line managers often don’t have the time needed to create a truly inspiring piece of prose that will entice the perfect candidate out of their current role and into yours. But you want the perfect candidate, and getting the attention of the talent you need is crucial to the survival of your organisation.

The advert you post is just the first step in sourcing personnel and, depending on which article you read, upwards of 50 applicants currently apply for every advertised vacancy, your job description is what will filter the wheat from the chaff.

Candidates can easily get confused by which skills are essential and which aren’t – make it obvious. Let your audience know that you offer amazing benefits, talk about the charities your organisation supports and what you do to ensure your employee’s skills stay refreshed and relevant. But most importantly, don’t waffle. Think sharp, focused, and engaging.

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