At eTalent, we know not everyone is ready to use our services straight away.
Maybe you’re hiring for the first time. Maybe you’re a small business owner trying to juggle it all. Whatever your situation, this guide is here to help you recruit more effectively on your own, even without using eTalent (though we won’t hold it against you).
Here are our top 12 tips for doing recruitment well, sound advice that works.
Your job title is what people will search for. If you call the role “Sales Ninja” or “Customer Happiness Evangelist,” you’ll miss the very people you want to reach. Stick to clear, common titles like “Sales Executive” or “Customer Service Advisor.”
Also, avoid making the title too narrow or niche. Keep it broad enough to attract more potential applicants. That means more choice for you.
Don’t make your job advert read like a shopping list of demands. Make it about the applicant. Why should they want to work for you instead of the company next door?
Sell the opportunity:
We recommend using ChatGPT to help write your advert. Give it your job description, the essential requirements, and what makes your company special. You might be surprised how good the result is.
Long lists of must-haves will put people off. Focus only on what is really essential. If something is “nice to have,” say so. Otherwise, you’ll discourage strong candidates who may not tick every box, but would still do a great job.
Do your research. What are people in your area being paid for this role? Then:
Being transparent about pay helps you get more (and better) applicants.
Not every business can offer remote working or an early finish on Fridays, but if you can offer:
… then shout about it. It could be the difference between a “maybe” and a “yes.”
Don’t assume everyone is on job boards. Think about where your ideal candidates spend time:
Sometimes the best hires come from unexpected places.
If you do use job boards, don’t just post on one. Different boards attract different people. Broaden your reach to increase your chances.
We would suggest using a Job Board Advertiser such as one of the following:
Post that you are looking to recruit on as many of the following social media platforms. Remember, don’t post as a job advert, but as an information post:
And don’t just post once. Re-share. Get your team to share. It makes a difference.
Asking your candidates to provide a short cover letter or paragraph can be revealing. Ask:
This filters out lazy applicants and helps you spot the ones who actually care.
Interviews shouldn’t be an interrogation. Make candidates comfortable. Use a mix of:
Listen more than you talk. And look for attitude, not just answers.
Before offering the job, ask for references from previous employers. This isn’t about catching people out; it’s about verifying what you’ve been told and getting a sense of how the person behaves in a real work setting.
Keep it simple: ask about reliability, attitude, and whether they’d rehire the person. If the reference sounds vague or overly cautious, take note.
As soon as someone accepts the job, they are legally entitled to a written statement of employment terms (by or on their first day).
You should:
If you’re unsure, there are many free templates online, but we would suggest that you can speak to an HR advisor – we have a few that we recommend who charge a fair fee.
Bonus Tip: Gut Feel Isn’t Enough
That “we’ll know when we see them” approach? It’s risky. Bias creeps in. Overconfidence skews judgment. Even the best managers get it wrong.
If you want to reduce hiring mistakes long-term, it helps to use personality and behavioural tools. (Yes, like we offer at eTalent. But even if you don’t use us, use something objective.)
Final Thought
You don’t need to be a recruiter to hire well. But you do need a plan, some self-awareness, and the humility to know what you don’t know.
This guide won’t turn you into a pro overnight, but it should save you a few mistakes. And if you ever want a helping paw, Teddy (our recruitment dog) and the rest of us at eTalent are just a click away.
