Recruitment should never be formulaic across the board, and instead be adaptable depending on the job in question.

Each role has different requirements, and each candidate has a different set of strengths and weaknesses. The more in-depth you go here, the better your hiring practices will be, so being rigorous and uncompromising is key in the processes that you choose to employ.

Surprisingly, many employers don’t put much effort into their hiring technique, orchestrating un-rigours interviews and giving untrialled and untested candidates the position in question. It’s an alarming situation, and one that you should most certainly not aim to replicate.

Here’s why recruitment processes should change when you’re hiring for certain roles, alongside a few suggestions on how this might best take shape.

Aptitude Tests

Some recruitment processes can amount to little more than a couple of standard interviews if the role in question isn’t too technical or involved. However, for positions where talent and expertise are surely needed, an aptitude test really helps you to secure the perfect person for a position.

Aptitude test involve problem solving and critical thinking skills, pitting the user into the heart of a hypothetical situation. Response times, working under pressure, and rationales behind judgements can all be gauged somewhat here, providing deeper insight into a potential employee’s psyche and work ethic. Anyone can oversell their abilities at an interview stage through talk, but aptitude tests can paint a clearer a picture and bring some degree of truth to matters.

Of course, there’s understandably some trepidation when it comes to any type of test in a professional context. After all, the government recently drew criticism for their careers quiz, providing inconclusive and unhelpful suggestions to users upon completion. The test certainly doesn’t measure everything a person is worth, but as is the point of any exam, it offers some conclusive proof of what the candidate may achieve in a specific role or setting.

Virtual Solutions

It might be that your firm is hiring for a role that is predominantly a homeworking position. In this event, it might simply be best to conduct the interview virtually, rather than orchestrating any in-person meet.

Smart Solutions have outwardly stated that “Virtual recruitment is here to stay”, an unsurprising development, but one that signifies that it’s just as efficient and effective as any other kind of recruitment process. If the successful candidate will be taking meetings with you virtually more often that not, then you may as well set that precedent at the very beginning of your working relationship and analyse how they get on.

This a strategy, the results of which can be rather telling. If interviewees are looking too relaxed during the virtual meeting, it could suggest that they won’t take their responsibilities to your company seriously. Additionally, you may be able to gleam more information about their aspirations and personalities from what they display in their background. A blank wall behind them might indicate a no-nonsense demeanour, while clutter and mess may suggest a lack of professionalism. It’s all information you can use, no matter how trivial it might initially appear.

Specialised Recruitment Agencies

Sometimes, some expertise is needed in securing next level talent.

Sigma Recruitment are a prolific engineering recruitment agency, providing robust results for their clients for over a decade. They aim to provide 3 candidates that meet your minimum requirements within 7 days, and if they fail to meet that timeframe, they’ll reduce your fee by 20%. They have deep connections in finding heavy industry clients, and level the talent acquisition playing field between SMEs and big companies.

It takes a lot of finesse to headhunt professionals at the top level. If you want your positions to be filled by employees of an above average stock, then it might mean working closely with dedicated professionals to see the task through. That way, your firm’s performance can be fully optimised, operating at peak efficiency thereafter.

Group Interviews

For leadership and management positions, a group interview procedure can reveal much about the candidates in question.

How do they behave? Do they have bitter or passive aggressive tendencies, or do they channel their energies into remaining focused and collaborative? Many businesses would be tempted to use AI to funnel through perfect candidates, but something could be lost here: real connection.

There is also evidence to suggest that some people find AI recruitment dehumanising. Even those who secure the job via these means would perhaps privately confess their distaste for algorithmic selection. However, a group interview can bring some humanity to the situation, creating a social encounter in place of a digital barrier.

Via group interview procedures, you should be able to spot the fakes from the frauds with ease. Make a day of it, arrange refreshments and a plethora of problem-solving activities, and watch all the candidates at work. If your event lasts for a few hours, the cracks should start to appear in anyone who isn’t a good fit, and the ones that belong will surely standout by the end.

By Lisa Baker, Senior Editor

Senior Editor Lisa Baker is the owner of Need to See it Publishing Group, providing contract news for business and news sites across the UK. Lisa is an experienced HR writer and commentator, editing HR publications for more than 5 years.