It’s just being misused.

The real issue? Companies trying to shortcut the process.

We’ve seen it all — a job description dusted off from 2017 and reposted like it’s brand new, or a three-stage interview for a junior role followed by a one-coffee chat to hire a Head of Finance. The common denominator? Inconsistency.

Recruitment should be strategic, not reactive.

Think of it like dating — if you don’t know who you are or what you want, you’ll attract chaos.

Start by defining your Employee Value Proposition (EVP).

Set clear interview stages.

And for the love of great hiring — keep everyone in the loop.

When recruitment is done right, it strengthens your culture, boosts performance, and builds retention from the ground up.

When it’s done wrong, you end up right back where you started — hiring again.

At Recruitment Chief, we help businesses build hiring strategies that actually work — because recruitment isn’t broken.

Your approach probably is.

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