The Cornerstones of a Robust Recruitment Policy

Two people in an interview.

The recruitment process can be fairly expensive, difficult to manage, and in the modern era, requires a lot of consideration to take place. But it’s also an important step that every company needs to go through to ensure its success, even if it means working with an executive search firm. Having the right people on board can make a big difference, but you need a detailed, robust recruitment policy to ensure that you have access to these resources and that they’re also willing to work for you. Here’s all you need to know:

A Good Hiring Philosophy

The fundamentals of your recruitment policy are based on your hiring philosophy. From the opening statement, you need to lay down the company’s standpoint and views. Explain what the purpose of the company is and how it aligns its ethics and values. It’s also necessary to go over some of the company’s achievements over the years and how it aims to advance in that department while making a difference for the customers.

The purpose of all writing such a strong hiring philosophy is to attract the right people to your company. Considering that it’s a testament to how you operate and work in the industry, it should reflect the truth. Whatever aspect you speak about, from your vision as a business to your CSR, ensure that you only speak the truth.

Hiring Practices

Your hiring practices have a huge influence on your recruitment policy. While every company can have a different process and policy for how they pick recruits, they start when there’s a role to fill. These are some essentials to have under consideration:

  • Set the salary budget with agreements and approval before looking for a candidate
  • Give someone the responsibility for approving the new hires
  • Assign someone the responsibility of working on a comprehensive job description for the listing
  • Decide whether your internal team will handle the recruitment. Generally, companies work with executive search firms as they offer better results in a more manageable time
  • Assign people to the hiring team, indicating what their responsibilities and roles are in the hiring process
  • Even if you’re working with an employee search firm, you will conduct your interviews. You’ll have to set up a process for it
  • Assign the responsibility of handling offers, negotiation, and on boarding the recruits
  • Assess how company profiles may go through a change to make them more appealing to applicants


While these are some important aspects that nearly all recruitment plans follow, there are different variations depending on the level of vacancy that you’re looking to fill. The timeline can become lengthier the higher up the role is in the hierarchy. If you’re hiring someone like a director, executive, or CEO, you’ll have to take a more personalized approach for the position. In such cases, it’s generally left to executive search firms to handle the matter until a handful of applicants remain.

An interview taking place.

Many companies also fail to focus on the fact that how they treat their applicants and present themselves can heavily affect the decision of the candidate.

Hiring Standards

One of the major issues that companies run into is adhering to laws and regulations in their state that apply to labor. Unless you’re working with a search firm that has a lot of experience in the domain, you’ll need some counsel to ensure that your policies are compliant and transparent. You also need to eliminate any biases and consider aspects like candidate confidentiality and company and candidate data protection. There’s also the domain of hiring non-citizens and questions that you should not be asking.

Companies have their internal codes, such as consideration for relatives of current employees and how existing staff is treated when they apply for another vacant position. Many companies tend to avoid hiring relatives, while others are family businesses and promote the experience, so your mileage may vary here.Some companies prefer having current employees fill up new vacancies, especially for higher positions. This is much less practical in medium and small-level enterprises as workers could lack experience.

Hiring Vision

Two important questions that generally tend to attract the most people to a company are answered in the hiring vision. A company should be clear as to where it’s going and the kind of individuals that are required to help achieve this goal. You need people onboard that will help you transition better and have the right skill set to help you fulfill certain criteria for you outlined to the team conducting executive search recruiting.

Two men shaking hands.

Not only are these essential to ensure that you’re getting someone that fits your description, but you get an employee that’s capable of making the right changes in your current environment. Having employee loyalty is important for retention and onboarding people that share the same vision and have goals that provide them fulfillment and lead to better throughput.

Work With Whitham Group: A Reliable Executive Search Firm in the Bay Area

Work with industry professionals to improve your talent acquisition experience. Reach out to Whitham Group to search and recruit the talent your company needs to prosper. Hire an executive search firm to find people that share the vision of your business. You can also invest in your existing workforce by booking corporate training with executive recruiters.

Reach out to them.