Running a recruitment drive doesn't have to be chaotic. Start with a clear goal: how many hires, what roles, and when they must start. That goal shapes everything from outreach to interview slots and budget. Below you'll find a short, practical plan you can use this month.
Step 1 — Define roles and must-have skills. Write short job briefs: two lines about the role, three must-have skills, and one growth perk. Keep jargon out. Busy candidates decide fast.
Step 2 — Choose channels where candidates actually are. For Africa that often means a mix: WhatsApp groups, local job boards, university career centers, LinkedIn, and community radio or Facebook pages for rural hires. Use a one-line ad plus a link to apply. Mobile-first matters — many applicants use phones, not desktops.
Step 3 — Time your campaign. A simple timeline: 10 days of promotion, 5 days for CV intake and basic screening, 5 days of interviews, and 7–14 days for final checks and offers. Short windows create momentum and reduce drop-offs.
Step 4 — Screen fast and fair. Use a short form or a 2-minute video intro for every applicant. Filter by must-have skills only. If volume is high, add a quick online test or a short phone screen by SMS or WhatsApp voice note.
Step 5 — Run interview days like events. Batch interviews into half-day sessions, book rooms or video slots, and share clear timelines with candidates. Make the process predictable: start on time, give feedback windows, and tell candidates next steps.
Step 6 — Make offers quick and clear. When you find the right person, call first and follow with a written offer within 48 hours. Delays cost good candidates.
Track a few simple metrics: time-to-fill, cost-per-hire, and applicant-to-hire conversion. For example, if you get 200 applicants and hire 2, your conversion is 1%. Use that number to adjust channels: if university posts give 10% conversion, post more there.
Collect feedback. Ask rejected candidates one quick question: why did they drop out? Simple answers reveal slow steps or poor communication. Also ask new hires what convinced them to accept the offer — salary, culture, flexibility, or speed.
Small process fixes make a big difference. Use templates for messages, a single spreadsheet or free ATS to track candidates, and standard interview questions tied to job skills. Avoid subjective questions that waste time.
Final tips: partner with local universities for entry-level roles, use employee referrals with small bonuses, and keep your job ads mobile-friendly. Respect local laws on contracts and work permits. Treat every candidate well — good experience spreads fast and builds your employer brand for the next recruitment drive.
Want a simple checklist to run your first drive? Start with job briefs, two channels, a 30-day timeline, and daily review calls. That setup will get you moving and hiring faster.
Kenya Forest Service (KFS) has launched a recruitment drive to fill 179 positions, enhancing its workforce on permanent and pensionable terms. The sought-after roles span various departments including customer care, ICT, and legal services, among others. Applicants need to register online and submit hard copy applications by July 1, 2024. This initiative aligns with KFS's mission to conserve and manage forests effectively.
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