These days there seems to be more bad news than good news when it comes to the economic climate, notwithstanding all the uncertainty that threatens to ensue crises every other day. Still life must go on and business must still recruit talent through the good times and the bad.

Here are the remaining three phases and a list of actionable ideas that you should consider to strategise and enhance your recruiting process, and recession-proof it at the same time.

Assess the Candidates Thoroughly

We strongly recommend using behavioural event interviews. Ask for their experiences that are similar to situations they might face in your company. Probe for actions, listen out for impacts, assess for competencies and values.

Close the Deal with Mutual Interest

Now that you have chosen your candidate, boost your chances of having job offer by sharing your passion for the company, showing genuine interest in the candidate, and having an open conversation about financial incentives and organisational culture. Let the candidates choose you with their eyes and hearts wide open.

Integrate the Newcomers with Enthusiasm

Ensure a systematic onboarding process for your new hires and make it a memorable one. Have the company leaders check in regularly on how they are settling in, or what resources they might require. Assign caring buddies to make them feel at home, and make available a friend to turn to.


The above excerpt is our weekly compilation of ideas for business leaders in the areas of people management, leadership, and workplace happiness. 

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