You can’t build a great company without great people. Obvious, right? And yet, employee recruitment often gets treated like a rush job — a scramble to fill seats instead of a thoughtful strategy designed to shape the future of your workforce.
That shortcut mindset shows up in the numbers. According to Deloitte, the average turnover rate for new hires is 14%. Sure, people are getting through the door — but they’re not sticking around.
Hiring isn’t just about resumes and qualifications. It’s about finding people who want to do the work — and do it with you. That’s a higher bar. And it’s why the best recruitment strategies don’t stop at sourcing. They connect hiring with purpose, experience with culture, and brand with behavior.
In this guide, we’re breaking down what great employee recruitment really takes — from building a standout brand to making every candidate touchpoint count. No fluff, just what works.
Recruiting the right people doesn’t happen by accident — it’s a process. And every stage plays a role in shaping not just who you hire, but how they experience your organization from the very start.
Here’s how a strong recruitment process typically unfolds:
It starts with a need — maybe someone’s moved on, maybe your team’s growing, or maybe you’ve realized it’s time to stop stretching your current people too thin. This stage is about defining the role, aligning stakeholders, and clarifying what success looks like.
A good job description does more than check boxes. It gives people a real feel for your team — what you value, how you work, and how you support your people. If you have a recognition-rich culture or strong development focus, say it. Candidates want to know what they’re walking into.
Once you’ve nailed the messaging, it’s time to get the word out. That might mean job boards, social media, or industry-specific platforms. The key is to meet the right candidates where they are — and make sure your employer brand shows up loud and clear in the process.
This is where your team filters through resumes, cover letters, and portfolios to find the strongest fits. Applicant tracking systems (ATS) can help streamline the process, but it’s also about reading between the lines and looking for potential.
Interviews are your chance to connect. You’re not just assessing skills — you’re exploring fit, communication style, and alignment with your company’s core values. And they’re doing the same.
Before you make the offer, verify the essentials. Past experience, background checks (if needed), and reference calls help confirm your decision.
When you’ve found the right fit, clarity is key. Make the offer compelling and transparent. And remember: onboarding is part of the offer experience, too.
Recognition doesn’t need to wait for a milestone. A warm welcome or a shoutout in their first week goes a long way. It shows new hires they’re seen, appreciated, and part of something from day one. And that kind of momentum boosts retention, confidence, and connection.
The offer’s signed — now it’s time to follow through. Onboarding is your chance to show new hires that they made the right call. Give them what they need to hit the ground running, introduce them to real company culture (not just the slide deck), and recognize their early contributions. A strong start builds trust, connection, and momentum — and it sets the tone for everything that comes next.
Recruiting today isn’t just about filling roles — it’s about shaping the future of your workforce. And that means every step, from your brand reputation to your post-interview follow-up, needs to work smarter, not harder.
Whether you’re building a talent pipeline or optimizing with data, these strategies are here to help you attract the right people—and keep them feeling seen, heard, and appreciated from day one. Let’s dig in (no shovel required).
People want to know what it’s really like to work at your company. A clear employer brand gives them that picture. Show up consistently, highlight your values, and give people a reason to choose you.
Every touchpoint matters. Communicate clearly, be respectful of time, and leave people better off for having interacted with your brand — even if they don’t get the job.
Don’t wait until there’s an opening. Stay connected with high-potential candidates and make sure hiring managers have a clear view of future needs.
Recruiting gets sharper with data. Track what channels perform, where candidates drop off, and how new hires perform once they’re in-seat.
A good applicant tracking system (ATS) can keep your hiring process organized, collaborative, and way less chaotic. Choose one that fits your workflow — and if it integrates with your recognition platform or engagement tools, even better. That way, the experience stays connected from the moment they hit ‘apply’ to day one.
Recognition data isn’t just for engagement — it tells you what success looks like. Use it to guide your hiring criteria, identify high-performing teams, and shape job descriptions around real behaviors that drive impact.
Recruitment isn’t static. Teams change. Markets shift. Make space for reflection. Look at the data, listen to feedback, and adapt. Recognition and performance insights can help you see where your process is working — and where it needs a reset.
Recognition says a lot about a company — and candidates are paying attention. When it’s meaningful, consistent, and tied to real values, it gives people a glimpse into what working at your organization feels like.
That has ripple effects across the entire recruitment process. According to Achievers Workforce Institute (AWI), employees who are recognized at least once a month are:
These numbers point to a culture where people feel valued and do their best work. Recognition insights give hiring teams a clearer picture of what great looks like — and how to find more of it.
Great recruitment doesn’t end with a signed offer — it’s the start of something bigger. To attract the right talent and keep them engaged long term, you need more than a strong hiring process. You need an employee experience that delivers on the promise you make during recruitment.
That’s where Achievers comes in. We help organizations build cultures where recognition is frequent, feedback is actionable, and people feel like they belong — from day one.
Whether you’re looking to sharpen your employer brand, improve onboarding, or create stronger connections across teams, we’ll help you turn your workplace into one people want to join — and stay in.
Rethink your employee recruitment strategy — and learn how recognition closes the skills gap faster
Connect your employee recruitment strategy to the right recognition platform
At its core, employee recruitment is about finding the right people — not just to do the job, but to help shape the future of your organization. It’s the art (and science) of attracting the type of people who bring the skills, mindset, and motivation to move your business forward.
Internal recruitment is all about promoting from within. It’s efficient, cost-effective, and a powerful way to show employees there’s room to grow. When done right, it signals trust, rewards loyalty, and builds a culture where people can see their next step — not just at any company, but at your company.
External recruitment is where you cast a wider net — bringing in fresh perspectives, specialized skills, or leadership from outside your four walls. Whether it’s through job boards, networking events, or a trusted agency, external hiring helps infuse new energy into your team and fill experience gaps you can’t (yet) cover internally.
Your organization is only as strong as the people behind it — and they don’t just show up. They’re recruited, engaged, and convinced your workplace is where they’ll do their best work.
Here’s what a strong employee recruitment strategy delivers:
The most common methods of employee recruitment are:
No single method does it all. The magic happens when you combine the right tactics with a clear message about who you are — and why someone should want to join your team. Do that well, and you’re not just recruiting — you’re building staying power.
The best recruitment strategies don’t just react to open roles. They predict what’s next, align with company values, and build lasting connections with candidates before and after they hit “apply.”
It also means thinking beyond the job description. Strong strategies connect hiring to culture — with clear messaging, consistent recognition, and data-driven insights that help you bring in the right people, not just the available ones.
Written by
Rebecca Mattina
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