Not every company has a dedicated hiring team. For an SME or a growing structure, the goal isn't a sophisticated process, but a simple one that misses nothing. Five steps are enough.
Step 1 — Write the need in five lines
Main duties, expected results after one year, essential skills (not nice-to-haves), pay range, work format. If you can't fill in these five lines, the role isn't ready to be posted.
Step 2 — Publish an ad that reads well on mobile
A clear title, the need in a few sentences, the pay range, and a way to apply in under two minutes. Every extra field in the form reduces the number of applications received.
Step 3 — Screen on three criteria, not ten
Choose the three criteria that genuinely differentiate candidates and rank applications on them. Screening on ten criteria takes five times longer and doesn't produce a better decision.
Step 4 — Two interviews maximum
A first qualifying interview, a second with a situational exercise and the manager. Beyond that, you add delay without adding information — and you lose the most sought-after candidates.
Step 5 — Reply to everyone
Including those you reject, in a few lines. It's the most neglected part of hiring and the one that most durably builds your employer reputation in a market where word travels.
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