Recruitment Basics: Your 101 Guide To Building an All-Star Team in 2025

The Art of Screening Without Ghosting

Screening candidates is a lot like the speed-dating phase of recruitment. First impressions matter, but you’re also looking for sustainable growth. The goal is to quickly pinpoint who’s worth your time without wasting energy on mismatches. And similar to dating, ghosting isn’t cool—so let's get productive without losing that personal touch!

The screening process normally kicks off with a resume review, where you’re scanning for the necessities: relevant experience, the right qualifications, and any red flags that may make someone a less-than-ideal fit. But focus on more than just technical skills—cultural fit and soft skills are equally important. 

Following the screening process comes the phone interview, which is basically the recruitment world’s equivalent of a quick coffee date! This is where you get to feel out whether their resume holds up in conversation and gauge things like communication skills and excitement for the role. Keep it short and sweet—15-20 minutes is enough to decide if you want to move forward with a candidate.

In all honesty, sifting through heaps of resumes and phone calls can be overwhelming. This is where an applicant tracking system (ATS) comes in handy. These digital helpers can streamline your process by filtering candidates based on keywords, experience, and other criteria, plus leaving you space to add notes to each candidate to reference back to later. 

Lanteria’s Recruitment Module, for example, offers smart screening tools that make it easy to shortlist candidates who tick all the right boxes, allowing you to focus on the best matches.

And don’t forget, screening is about more than just finding someone who meets the qualifications on paper. 

You’re looking for the full package—someone who brings relevant experience, fits with your company culture and demonstrates key soft skills like adaptability and teamwork. 

‍Pro Tip: Look beyond the resume! A candidate’s ability to collaborate, communicate, and solve problems often predicts success better than a laundry list of qualifications.

Efficient screening isn’t just a nice-to-have; it’s a must-have. Why? Because the average cost per hire is around $4,129, according to Jobvite. The longer you drag out the process, the more resources you burn. So, by using tools like Lanteria’s ATS and staying focused during phone interviews, you can save both time and money while ensuring you find the right candidate.

‍The takeaway: View screening as speed dating—quick, efficient, and laser-focused on finding a long-term fit.

Interviews: A Conversation, Not an Interrogation

Ah, the interview segment—where candidates either shine or sink. But here’s the thing: interviews shouldn’t feel like a crippling interrogation. They’re meant to be a conversation, a two-way street where both you and the candidate can get to know each other better! 

There are various types of interviews you can use: the classic one-on-one, where you and the candidate sit down for a chat; the panel interview, where multiple interviewers ask questions (try not to make it feel like a firing squad!), or the increasingly popular video interview, perfect for remote candidates or first rounds. Regardless of the format, the key is making the candidate feel comfortable. 

‍Tip: Ask open-ended questions that encourage discussion, not just simple yes/no responses. For example, “Tell me about a time when…” prompts candidates to elaborate on their personal experiences and thought processes. Avoid grilling them with lightning-round questions that leave no room for thought.

One interview style that digs deeper is the behavioral interview, which assesses how candidates have handled real-life situations in the past to predict how they’ll behave in the future. 

This technique lets you explore their problem-solving, teamwork, and leadership abilities. 

‍Sample question: “Describe a time when you had to navigate a difficult challenge at work. How did you approach it, and what was the outcome?” 

Need to go beyond the usual “What’s your greatest weakness?” (yawn)? Try some of these creative questions:

• “If you were to write a book about your career, what would the title be?”
• “How would you describe your work style in three emojis?”
• “What would your current boss say is your superpower?”

Keeping things fun and light helps candidates open up, revealing more about their personality, creativity, and ability to think on their feet.

And don’t forget: interviews have their fair share of bloopers! From the candidate who turned up with their video filter stuck on cat ears (yes, that happened) to the person who misunderstood “Tell me about yourself” and launched into their love of competitive yodeling, the unexpected can definitely happen.

But here’s the serious stuff—89% of HR professionals say that when a hire doesn’t work out, it’s often due to a lack of soft skills, not technical ability, according to LinkedIn Talent Solutions. So, while you're digging into their qualifications, don’t forget to evaluate those interpersonal and communication skills that can shape the future of your company. 

Choosing the Right Fit

You’ve sifted through piles of resumes, survived the slew of interviews, and now comes the real test: selecting the perfect candidate. When evaluating candidates post-interview, the obvious factors are skills and experience—can they do the job, and have they done something similar before? But just as important is cultural fit. 

Does this person align with your company’s values and vibe? Can you see them meshing well with the team? Don’t underestimate the power of chemistry when making your final decision.

To ensure a fair and balanced decision, collaborate with your hiring team. Each person will have their own perspective, so it’s key to come together and compare notes. 

This helps avoid biases—like gravitating toward the candidate who shares your love of 90s rock or dismissing someone too quickly based on personal quirks. A good decision is a mix of both objective (qualifications, experience) and subjective (gut feeling, cultural fit) factors. One way to quantify fit more effectively is by using assessment tools, like LanteriaHR’s recruitment module, which can help you evaluate candidates based on a set of consistent criteria, minimizing bias and maximizing the likelihood of success.

At the end of the day, choosing the right candidate is about more than just who looks good on paper—it’s about who will contribute to the long-term success of your company.

Avoiding Common Recruitment Mistakes

Even the most seasoned recruiters can encounter common pitfalls that turn hiring from a dream into a nightmare. These mistakes include rushing the process, writing messy job descriptions, not checking references, and neglecting cultural fit. These small slip-ups can lead to costly errors—and sometimes even a “perfect” candidate who turns out to be an office disaster.

Rushing the process is one of the biggest mistakes recruiters make. When there’s pressure to fill a position, it’s tempting to go with the first half-decent candidate who comes along. But don’t fall into the “warm body syndrome”—it’s better to wait a little longer and find someone who’s truly the right fit. A hasty hire can end up costing you far more in the long run, in both time and resources.

Another common pitfall is unclear job descriptions. Vague or overly complicated listings can confuse candidates or, worse, attract the wrong ones. Remember, your job description is your company's first impression—make it clear, concise, and aligned with the role.

Not checking references is another trap recruiters fall into. It’s easy to skip this step when someone seems perfect on paper, but a quick call could uncover important red flags. Imagine finding out that your top candidate had a “creatively interpreted” resume after they’ve already signed the contract. Yikes!

Lastly, never neglect cultural fit. A candidate might check all the technical boxes, but if they don’t align with your company culture, it can lead to clashes down the road. Culture adds the glue that holds teams together, so don’t underestimate its importance.

The consequences of these mistakes are real: 50% of hiring managers have had to replace a new hire who didn’t work out (CareerBuilder). Avoid these pitfalls, and you’ll be well on your way to building a winning team!

No More Hiring Headaches

Recruitment doesn’t have to be an overwhelming, stress-inducing task. With a clear understanding of the key stages—building a candidate pool, crafting great job descriptions, screening efficiently, and interviewing thoughtfully—you’ll be well on your way to finding that perfect hire. Avoiding common recruitment mistakes, like rushing the process or neglecting cultural fit, ensures that your new hires are both skilled and aligned with your company’s values.

Remember, recruitment is a strategic process that, when done right, can set your business up for long-term success. With the right tools—like LanteriaHR’s recruitment software—you can streamline and simplify every step, from screening to selection, ensuring that you’re hiring efficiently and effectively.

So, are you ready to assemble your dream team? Let’s get to hiring the right way! Don’t forget to check out Lanteria’s recruitment solutions to take the guesswork out of building your all-star lineup.