In today’s fast-paced and competitive job market, finding the “right fit” for your organization requires not only a sharp eye for talent but also the ability to assess soft skills, cultural alignment, and long-term potential. In my opinion that’s the biggest challenge for any recruiter out-there. But how do we find the right fit? How do we ensure the quality of a person within a 30 – 45 minute interview? I’ll share with you some tips and tricks that have helped me and my colleagues to successfully match candidates to roles and ensure both employer and employee are satisfied.

Starting from the basics it is absolutely necessary to understand the role that you are recruiting for, from inside out. Try to understand the role beyond its requirements and responsibilities. Taking multiple actions to ensure that we understand the depth of the position and all its possible views. Getting a sense of the culture and ask questions to ensure maximum understanding of the position, is crucial at this stage.
The second tip is to create an appealing job description, following up with a job advertisement. It is important to create a clear and specific job description that doesn’t underline any hidden responsibilities. Try to keep it small and fun. Explain the potential within the company and the impact that the role will have to the smooth operation of the company. Thigh the company values into your responsibilities, after all you don’t want people, whose values don’t align with the company and lastly don’t forget to mention perks and benefits to showcase the culture of the company.
Depending on the role that you are searching candidates for, make sure to advertise correctly using targeted recruitment methods that will attract the right candidate pool, you don’t want to spend hours and hours on screening CVs that are not relevant.

The next step is screening candidates. It is a method used to eliminate the CVs that have no relevance to the position that you are seeking for. This stage might take time, especially if you have to screen many CVs for the same position but it will eventually save time on interviews.
While technical skills are important, assessing soft skills and cultural fit is equally critical. Interviews are one of the best ways to try and understand who that person is and how they might perform in real-world situations. Make sure to ask questions related to the soft skills identified at the job analysis stage, try to put candidates through real life situations to see their reaction while at the same time creating a safe and comfortable environment for them to be able to open up. Keep your communication channel open and be as transparent and honest as you would want them to be. Try to get reactions in various situations and make sure that you are actually hearing what they are saying even behind the actual meaning of the words in order to ask follow-up questions. If you don’t feel 100% confident after the interview you can also conduct a Psychometric Test to see if your conclusions match the test. You can also ask the candidate to contact the Psychometric Test before the interview to get some insight for questions that you might wanna ask during the interview.

Managing several candidates at various phases of the hiring process is a common task of recruiting. Maintaining organization is essential to avoiding overlooking deadlines or critical information. Use applicant tracking systems (ATS) to monitor each candidate’s progress through the hiring process and schedule follow-up reminders.
Keeping in touch with candidates during the process is equally crucial. Transparency and prompt updates are valued by candidates. Giving them feedback shows appreciation for their time and effort, even if they are not selected. Even when delivering “bad” news, positive communication gives candidates a positive picture of your company. Don’t forget that an applicant may be ideal for a future position. Keeping in touch with candidates during the process is equally crucial.

By implementing these tips and tricks, you can streamline your recruitment process and attract the “right fit” for your organization. Remember, the goal is not just to fill a position, but to find the best possible match between the candidate and the company leading to long-term success for both parties.

Georgia Theodorou
Associate Consultant – Recruiter