I went digging around in a Recruiter’s desk the other day (they’re in my coaching program) and found something that made me facepalm.

For context – this is an experienced recruiter – 10+ years, consistent $500k/ year biller. Super solid. But they’ve had a dip in their billings lately and couldn’t figure out why.

One I started digging, I saw it almost right, freakin, away.

They were not finishing their recruitment processes. Like ever. And they didn’t realise that’s where they had slipped.

Every recruiter says they’ve got solid recruitment processes.
“Yeah mate, I’ve got a system.”
Cool. But do you actually finish what you start 100% of the time?

Because I’m telling you most don’t.
They half-write an ad (because they have only half taken a brief), half-reach out to candidates, half-follow through.
Then wonder why they’re constantly chasing their tail. Why roles they’d normally fill with ease don’t seem to be netting the same results.

An Example End-To-End Recruitment Process – Brief in.

Here’s an example of what I do to make sure I am smashing a process end-to-end.

When a new brief lands, I immediately block out three hours straight after.

And I’ll preface this with – you need to take a full brief EVERY time – the quality of your brief directly impacts every step of the sourcing process.

• Half an hour to dig into the brief and nut out what the best marketing angles for the role is (this step is actually SO important, as not every role will appeal to every candidate. You need to work out what WILL appeal to the people you want).
• Half an hour to write out the ads, LinkedIn Inmail Script (though these scripts will be tailored to each candidate upon send – this is just the base), Marketing Email & Headhunting Script.
• Two hours to action the project & cover the WHOLE market. Not half of it, not just a small % of people. The whole market.

Then I close the laptop knowing it’s done.
Next morning, I’ve got candidates booked in (I have a booking link in any non-phone related reach out which works a treat).
That’s the rhythm that builds results.

Where many recruiters drop the ball

• They don’t take a full brief or pause to think about what the candidate they think is right for this role will actually look like & what they would want from this position.
• They don’t finish their recruitment processes – they dabble.
• They write an ad but never market it properly.
• They line up a few names but never follow through on the entire market outreach.

It’s not lack of skill – the skill is there. It’s lack of completion.
Momentum doesn’t come from starting more.
It comes from fully finishing what’s already on your plate.

Discipline can be boring – but it nets RESULTS

Blocking time right after a brief isn’t being rigid or boring. It’s being professional.
You’re saying: “This job is getting my full attention – now.”
You’re removing the decision fatigue.
You’re giving yourself zero chance to drift or delay.

Recruitment processes done properly give you structure and structure creates speed.
Because when you don’t have to think about what to do next, you just do it.

It also means that if you don’t end up getting a result, you can go back to your client with complete confidence that you’ve covered the market, consult with them as to the next best steps and if they might need to reconsider what they’re looking for. All backed by data. Not guesswork.

The difference between average and elite recruiters

Average recruiters wing it. Elites follow through.
Not perfectly – no process is ever perfect – but they’re consistent. And it nets results.

They don’t rely on motivation or mood. Motivation can fade. Moods swing.
They’ve got a repeatable rhythm, a habit that they can follow so that when motivation fades, habits kick in.
Every. Single. Time.

Your process checklist

Now your process for a brief in might look different to mine & that’s fine – I am a huge believer that there is no “one size fits all” when it comes to recruitment success. You should be building a process that works for you and your market.

The point of this article is to stress the importance of finishing your processes.

So if you don’t already have checklists for your processes, create them.

Stick them on your wall so they stare at you every day. I use the Planner app in Teams so I get the satisfaction of a checkbox every time I complete the step, but find what works for you – just don’t keep your process in your head. Write it down.

You don’t need to use more mental bandwidth than necessary.

Final hit:

You don’t need new tools, new hacks, or new markets.
You just need to finish your recruitment processes.
That’s how you build consistency.
That’s how you level up.

Get the job in, get it done and get out of your own way.