Rethink recruitment: Lewis Maleh on 5 ways to reinvent your hiring process this year

It is estimated that the cost of a bad hire is 3X higher than the salary paid, which makes a firm’s hiring process an important place to start

Lewish Maleh
Founder and CEO of Bentley Lewis
Lewis Maleh on hiring process


In this challenging economic climate, firms must ensure they keep up with the huge shift in how people are working.

It is estimated that the cost of a bad hire is 3X higher than the salary paid, which makes a firm’s hiring process an important place to start.

With the future of recruitment continually evolving and firms around the world competing for the top spots, it is essential that businesses remain responsive and open to adapting their strategies and procedures.

Attracting and recruiting the right people with a growth mindset, sharp technical skills, and aligned vision and values is now more than important for a business to be successful. 

But without a streamlined hiring process in place, your organization might inadvertently exclude itself from attracting expert talent.

So, here are  5 best ways by which you could reinvent your recruiting process and totally slay the game. 

5 game-changing strategies to revamp your hiring process

1. ‘Thoughtful’ hiring

Before even starting the hiring process, it is essential to take time and be thoughtful about what you’re looking for. 

From the very beginning, it is a good idea for firms to think about what success looks like and have a clear definition and measure of job performance in place. 

Ask yourself questions like – “What kind of person is required for the role?”

This should not just be technical skills, but also human skills and how they will incorporate into the existing team.

Sometimes quick hiring is required to fill urgent needs, but with more thoughtful exploration of the talent needed, not only will there be an increase in quality, but employee retention too.

2. Make the application accessible

The language used in the application should be reviewed internally by multiple people to prevent bias, and must also have a clear job description in easy-to-understand language, along with proper salary banding.  

Another important consideration is allowing applicants to apply in different formats. This could be an online form, video application, or via a written or paper document. 

Striving to enhance the accessibility of both the application process and interview should be a primary focus for all organizations.

3. Changing the interview process

The classic Q&A style job interview is limited when it comes to discovering someone’s hidden talents, what their communication style is, and what their strengths/weaknesses might be. 

Even if you ask the ‘right’ questions, candidates may not necessarily know how to answer them effectively, leading to a false sense of confidence for the hiring manager and a poor candidate experience.

It is important to assess whether this type of interview is the right assessment of a particular role. 

For example, for some roles psychometric testing and smartphone games can massively improve a hiring manager’s chance of finding a hidden gem.

4. Ensure the hiring process is diverse & inclusive

diversity in hiring process

It is common for people to hold unconscious biases, which is why during an interview process, hiring managers must be trained to recognize these and prevent their impact. 

They should consider all aspects of a candidate, not just their shared interests, to make sure they don’t miss out on amazing talent.

Attracting and hiring people from different socio-economic backgrounds is critical to facilitating diversity of ideas within organizations.

5. Onboarding 

Ensuring a seamless onboarding process is crucial for new recruits to feel welcomed and integrated from the very first day, a sentiment that holds even greater significance when the recruit is primarily working remotely.

Take the time to get to know them on a personal level, to make them feel valued and part of the team. 

What matters to people is who they work for and how their company and colleagues make them feel. 

Perhaps send them a gift to arrive on their first day, or organize a ‘getting to know you’ informal social.

Connecting them with other employees who have similar interests, hobbies, cultures and life experiences is extremely valuable. 

The economic climate of 2023

There is a lot at stake and with a tricky economic climate as we push further into 2023, firms need to ensure they are keeping up with the huge shift in the way people are now working globally.

By reinventing a company’s hiring process, business leaders will be taking the necessary steps to ensure they find the right talent for their organization in an inclusive and accessible way, leading to improved workplace productivity, happiness and employee retention.


Lewish Maleh

Lewis Maleh is an executive recruitment expert and the founder and CEO of Bentley Lewis, an award-winning global boutique executive search firm. 

He is one of the leading global minds on what’s next in the workplace, how hiring and attracting talent is evolving, and what people are really looking for from work. 

He shares his expert insights as a global speaker and host of “The Recruitment Show” Podcast.


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