Conducting the recruitment process
Last changed: 21 August 2026
Remember that, when you recruit, you are representing SLU, so it is vital that all communication and feedback from you are perceived positively. During the process, candidates will form an opinion of SLU that may prove crucial when it is time for them to decide whether to accept an offer of employment. Once you have planned your recruitment process, it is a good idea to agree a timetable with the recruitment group. This will make it easier to conduct an efficient recruitment process that does not drag on unnecessarily.
Reviewing applications and making a selection
All applicants for the position in question receive a confirmation email from ReachMee, so that they know their application has been received. Read all application documents based on the requirement profile, then make your selection based on the “must” and “should” requirements in your needs analysis.
Book interviews
Once you have shortlisted applicants, it is time to book interviews. ReachMee has an interactive function for booking interviews. You can offer candidates alternative dates and times and let them choose.
Interview
Plan the questions you want to ask based on the requirement profile. If the recruitment group is present, decide who will ask each question and who will say what during the interview. Limit the recruitment group to a manageable size.
It is impossible to be completely objective; we always subconsciously evaluate people based on our own mindset and disposition. Bear this in mind during your assessment.
Avoid seeking out information about the person in advance – through Facebook, Google or acquaintances, for example – as the objectivity of your assessment may be affected if you have already formed an impression of the candidate before the interview.
Consider the following during interviews:
- Begin the interview by introducing yourself and anyone else taking part in the interview. Explain the purpose of the interview and how long it will take.
- Follow up on the information provided in the application documents, including any gaps or ambiguities in the CV.
- Ask follow-up questions, allowing the candidate to give specific examples of how they think, reason and act in various situations. With specific examples, you will be better able to assess the candidate. Do not settle for general or hypothetical answers.
- Link: Interview guide
- Link: Personal qualities with associated interview questions
Obtain references
You can obtain references digitally through ReachMee, with all contact between the candidate, reference provider and recruiter taking place electronically.
Reach a decision
Convene the recruitment group and review the compiled material: CV, cover letter, other documents, interview notes and references.
Refer back to the requirement profile and compare the candidates against the requirements in the requirement profile. You may wish to use an assessment template.
Link: Assessment matrix