How To Build a Recruitment Process That Candidates (and Your Team) Will Love
Recruiting at a fast-growing startup can feel chaotic, but getting it right makes all the difference in attracting top talent and keeping them engaged. This case study breaks down practical steps for creating a recruitment workflow that’s structured, transparent, and candidate-friendly.
I had the chance to experience the whirlwind of working at a startup that went from 12 to 52 employees in just two years. It was exhilarating, exhausting, and fast—“where did those years of my life go?” fast. At one point, I realized I had led 168 panel interviews during that period. And believe me, the difference between the early interviews in 2020 and those by the end of 2022 was stark. Early on, my notes were laced with panic, inconsistency, and uncertainty about how to evaluate candidates for roles that were constantly evolving. Sound familiar? Here’s what I learned to transform a frantic process into a more strategic one.
Make Job Descriptions Clear and Transparent
Your job description is the first thing candidates see, so it has to make a strong impression. Here’s what works:
Detailed, direct descriptions with clear responsibilities and expectations.
Compensation transparency. Share salary ranges and earning potential.
No internal jargon. Make sure the language is simple and accessible.
Express your company values. Highlight what your company stands for, including fair pay and growth opportunities.
If you remember one thing from this section, let it be this: always include salary information in a job post. Transparency builds trust, saves time, and aligns with emerging pay disclosure laws. The clearer your job spec, the more you’ll attract the right candidates.
Consistent Interviews = Better Candidate Experience
One candidate note I wrote said it best: “Probably tried too hard to sell her lol, I have a headache.” That candidate joined, became a manager, and made a significant impact. So, my effort paid off—but what about the next person? Did I deliver the same experience?
Consistency is essential. Candidates give you their time, and it deserves respect. Consistency doesn’t mean asking the same icebreaker each time; it means having a core set of questions for each stage, a rubric for evaluation, and prepared answers to common questions. This structure ensures fair evaluation and gives you a foundation to refine as you go.
Leverage Peer Power in Panel Interviews
As much as you might want to be the main event in a panel interview, you’re there to facilitate. Your role is to ask the first few questions, then let your team take the lead. Here’s a simple setup to follow:
Start with small talk.
Ask the candidate to share their work experience.
Let a potential peer on your team describe the role.
Open the floor for candidate questions about the role. Make sure they get the basics.
Let your team take over with their questions.
Wrap up by reviewing next steps.
Your job is to observe. Watch how the candidate interacts with the team and how the team interacts with the candidate. This approach highlights not just technical fit but also team dynamics. Bonus: Use these observations to spot potential future leaders in your current team by noting how they handle their interview roles.
Show Candidates Grace
Interviews are nerve-wracking, and candidates are likely spending more time preparing than you are. They’ve probably combed through LinkedIn profiles, rehearsed answers, and planned every detail. Respect that effort. Here’s what “interview grace” looks like:
Simplify scheduling by offering clear time slots, sending reminders, and being proactive with logistics.
Don’t cut interviews short. Even if someone seems like a mismatch, finish strong. You can learn a lot from how candidates handle tough questions or unexpected situations.
Consider “flyers.” Not every standout candidate will ace every round. Keep room for those who may take time to warm up. I’ve seen candidates bomb early rounds only to excel in the final project and vice versa. My own story? I didn’t get an offer initially but reached out later, landed the job, and stayed nearly a decade.
So, how does your company’s recruiting stack up? Do you feel confident in your ability to attract and engage top talent? At Andress Advisers, we specialize in creating recruiting structures that resonate. Let’s talk about how we can refine your process to bring in the best candidates.