The First Step to Finding the Best Candidates

Recruitment Objective: The First Step to Finding the Best Candidates

The final result to be achieved when conducting the recruitment process is to find the best candidate. But making that happen, of course, isn’t easy—many companies end up with poor hiring. There are many ways to get around this and the first thing you can do is create a recruitment objective. 

Recruitment objectives are the goals set in the recruitment process to find the right candidate. By setting recruitment goals, you can not only find candidates to fill positions in the company. But also knowing how candidates fit in and goals in each process. 

So how do you set your recruitment goals and what impact will you have if you set them? In this article Algobash will cover it in more depth for you.

Why should you create a recruitment objective

Setting recruitment objectives is very important to do. If you have an objective that you want to achieve, usually the company will develop a strategy like what to make it happen. So, the selection of candidates will be easier to do and you can find the best candidates. You can also save on recruitment costs by avoiding bad hiring.

Recruitment objective that you can apply

Algobash has compiled 10 recruitment objectives that you can apply to find the best candidates.

1. Ensure candidate quality

The first thing that is usually done in the recruitment process is to screen candidates based on their resume or CV. As a recruiter, you’ll probably see how the position fits the skills, education, and experience they’re writing about. This is certainly quite helpful for the initial stage.

  1. Tell me about yourself.
  2. What are your 3 biggest strengths and weaknesses?
  3. Why did you decide to apply for this position?
  4. What do you think makes you a good fit for the position you are applying for?

Through the questions above you will be helped to find out what they expect when they work and how they will do their job later, so you can easily determine the right candidate. However, you can also ask other questions that you feel are important.

2. Gather qualified candidates

Try to gather a few potential candidates even though you already know which candidate to choose. This method is certainly very useful to avoid hiring bias or subjective judgments.

By gathering several suitable candidates, you can make comparisons before finally determining who will join the company. You can also ask other teammates for help to ask their opinion. So, you will be sure that the chosen candidate is the best.

3. Choose a candidate who fits your company culture

Choosing a candidate who fits the company culture is very important because it will affect the performance later. The first step that can be taken for this is to know in advance what your company culture is like. After that, make sure that the candidate has values, practices, and goals that are in line with the company.

To be sure, you can use the interview process as momentum to assess candidates. Try asking a few things below:

  1. What do you think the ideal workplace is like?
  2. What do you think the ideal leader looks like?
  3. What kind of workplace do you dislike?
  4. Do you prefer to work as a team or individually?
  5. What did you like about your previous job?

By asking all these things you will have an idea of whether the candidate is a good fit for the company or not.

4. Tell job offer details

Try to be more open with candidates during the recruitment process by informing them in detail about the jobs offered: starting from salary, benefits, and other things

This is done so that the candidate you choose knows more about the details of their job and doesn’t go looking for another job when things don’t match their expectations.

5. Improve your company’s brand perception

Usually, when a company opens a job vacancy there will be lots of applications that come in even though in the end you only choose one person to work with. This is an opportunity to increase the company’s brand perception. Try to make the recruitment process more memorable with all the candidates.

If the candidate has a memorable recruitment experience with your company. Maybe in the future, they will reapply when you have a job opening or they can talk to their colleagues about the excellent recruitment process. Of course, this will be an opportunity for the company to accept more qualified candidates in the future.

6. Determine the most suitable method for recruitment

Each different recruitment process has a different purpose. That’s why you need to know what kind of strategy or method to achieve that goal. Get to know the many approaches that suit the company, then analyze the advantages or disadvantages. This helps you to make the recruitment process more objective.

7. Assess so that recruitment becomes more objective

Finally, one thing you can do to make the recruitment process more objective is to give candidates a test, so you can find out what technical skills they have – not just based on assumptions.

By giving a test, of course, this will be more effective for you to make an objective assessment-not just based on what is written on the CV alone. The tests that you can give of course vary, this can be adjusted to the position the candidate is applying for.


So, those are some recruitment objectives that you can apply. To find the best candidates, you need a mature strategy, you can apply some of the ways above to make the recruitment process more objective to avoid bad hiring.

If you are interested in reading other interesting information, you can visit Algobash Insight to find many articles about recruitment and technology.

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