Recruitment stands for the process of identifying and linking job seekers with job offers. Within recruitment, we tend to differentiate three values: acquisition, experience and interviewing.

In the ideal scenario, your HR department can choose between 5-10 different candidates before selecting the best possible candidate. In reality, you may find it very hard to even find a good candidate. With some changes within your recruitment process, you might be able to find better candidates and attract better employees.

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Recruitment process

In order to attract the best candidates, let's have a look at a commonly used recruitment strategy based on four steps.

  1. Planning
  2. Searching for candidates
  3. Screening
  4. Control and evaluation


If you're an HR manager, the first thing you need to do is plan. Plan how many candidates you would like to get in contact with. Once you have done that, plan the amount of candidates you would like to interview. Since every job is different, every recruitment process is different. If you are looking to fill a complex job offer we recommend interviewing more candidates.

Let's say you receive 10 applicants and would like to invite 7 for an interview, we recommend you ask the best 3 of 4 candidates for a second interview. After this second interview we recommend you invite the best two candidates for a third interview. This might seem like a lot of time for just one job offer, but if you want the right fit for your job offer it is important you put in enough time.

Searching for candidates: LinkedIn

LinkedIn contains 600M+ users in 200+ countries worldwide and can be used by companies to find the right people. Dynamics 365 for Talent connects with LinkedIn so you can find real-time candidate information about (potential) candidates. You can create appealing brands, publish current job vacancies and facilitate the process of discovering qualified candidates. The integration also allows you to centralize the selection process to get a 360° view of applicants with information from their LinkedIn, Facebook and Twitter profiles, application history and personalized aptitude test to provide decision-makers a complete representation of the candidate.

LinkedIn integrates with the Attract app. For more information you can click the button below.

Searching for job candidates: agencies

Searching for candidates: job search engines

Searching for the right candidate can be very hard. Especially if you need technical personnel or if you are looking to fill a very complex job. Acquisition usually takes place through three different ways: Job search engines, agencies and LinkedIn.

Job search engines are large databanks full of vacancies. It will cost your company money to place the job offer, but candidates will often find your job offer organic, for example by using Google of visiting the website of the job search engine. Examples of job search engines are Indeed and Monsterboard. We suggest you use a combination of different searching methods to get the most possible candidates for your job offer. For more information on this topic, you can check out our page about job search engines by clicking the button below.