Start with referrals from your employees and strong candidates from past hiring, then your professional network, LinkedIn and local job platforms. For rare and leadership roles, approach people who already do similar work, and for graduates, contact universities and their career centers.
Step by step
- 1
Employee referrals
Ask your team to recommend people they know, with a reward once the hire completes probation, and assess referred candidates the same way.
- 2
Past candidates
Keep the details of people who reached the final stages in earlier hiring, and contact them first when a similar role opens.
- 3
Internal candidates
Advertise the role internally first, since a transfer or promotion keeps knowledge in the company and sends a good message to the team.
- 4
LinkedIn and job platforms
A clear ad on LinkedIn and on the platforms widely used in your country, plus a direct search for matching profiles.
- 5
Direct search
For leadership and rare roles, contact people in similar positions at other companies personally, with a specific and respectful message.
- 6
Universities and professional communities
University career centers for graduates, and professional communities and events in your field.
Posting the same ad everywhere and waiting for CVs brings many applicants and few suitable ones. Choose the channel to fit the role.
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