Recruitment explained, from vacancy to offer

Recruitment begins with a question: what work needs to be done, and who has the skills to do it? A useful hiring process turns that question into a clear role, a fair assessment and an informed decision. This site explains the steps in plain language for employers and job seekers.

For employers, preparation matters before a vacancy is advertised. Agree on the main responsibilities, the skills needed from the start and the areas where training is possible. Setting a realistic salary range and working arrangement early helps candidates decide whether the role suits them.

For job seekers, a strong application makes relevant experience easy to find. Use examples that show what you did, how you approached the work and what changed as a result. Experience from study, volunteering or caring responsibilities can also demonstrate useful skills when it relates to the role.

Interviews work best when both sides have room to ask questions. Employers need evidence of a candidate’s ability, while candidates need an honest picture of the work, expectations and support available. Consistent questions and clear assessment criteria help employers compare applicants more fairly.

Our guides cover job descriptions, applications, shortlisting, interviews and offers. We also look at communication throughout the process, including how to explain next steps and handle delays. Requirements differ by location and profession, so check local employment rules when making hiring decisions.

How to write a job description candidates can use

A job description should help someone understand the work before they decide to apply. Start by asking the manager what the person will spend most of their time doing and what they should achieve in the first few months. If the answers are unclear, the role may need more discussion before it is advertised.

Describe the main responsibilities using specific actions. For example, “prepare monthly spending reports and explain differences from the budget” tells an applicant more than “support financial excellence.” Keep the list focused on regular or important duties rather than every task that might occasionally arise.