How To Find The Right Talent

“All the best ones are taken.”

Sound familiar?

It might seem hard to believe but there is great talent out there waiting to be found if you just know how to look. In today’s competitive market place, businesses need gifted and quality hires who can solve problems and innovate while still staying true to their vision. After all, businesses are made up of people and great talent will affect how your business interacts with your client; a major determinant on whether your business will thrive in the market place or not.


Where It Begins

“Contrary to popular opinion, finding the right talent starts before even the recruitment process begins. From how companies brand themselves as potential employers to how they treat their current employees,” Margaret, our Head of Recruitment says.

“Good planning is also essential before beginning the recruitment process and determines how effective your recruitment strategy is.”

In simple terms, great companies attract great talent.

how to find good employees - recruitment in kenya

Here are a few tips to get you on the right path.

  1. Be Creative

Don’t be afraid to try out new recruitment methods if your old ones aren’t working out all that well. The problem might not necessarily have to do with the pool of candidates who are applying but with how you’re screening them. Make sure that your recruitment methods suit your industry and company culture and consult with recruitment specialists to increase your chances of finding the right candidate.


  1. Use the Right Platforms

To find the right talent, you have to go where they are. Use the right channels where the calibre of candidates you’re looking for are likely to find out about your job post while leveraging technology to find out more about them. Don’t underestimate your current employees as a good recruiting channel as they are usually your best marketers when it comes to recruiting and have an understanding of your company’s workings and who’s likely to fit in.


  1. Create a great job description

Aside from the standard responsibilities and qualifications pertaining to your vacancy, make sure your company puts its best foot forward on why they’d make a great employer briefly and to be as upfront as possible on what they expect from potential employees. This prevents disappointment on both sides as you both know what to expect and creates a template from which to assess candidates.


  1. Career progression

Create an environment where employees who wish to further their careers are encouraged to do so from providing training opportunities to promoting higher education. Employees are always looking to progress their careers and this shows them that you value them enough to invest in them.

Opportunities for career progression not only help you to retain the great talent that you costly acquired in the first place but attract great talent as well. Don’t forget to review your compensation program during the recruitment process as great talent almost always never comes free. If you’re not sure how to go about this, conduct a salary survey in your market to ensure you remain competitive


Not sure how to go about your recruitment process?


Email us at or call 0707321450 to consult with one of our recruitment specialists.



How Technology Is Revolutionizing Recruiting

According to LinkedIn, 94% of recruiters use LinkedIn to vet candidates while 40% of its users use LinkedIn to search for jobs.

In short, more and more recruiters and job seekers are turning to technology to enhance the recruitment experience, which means companies can no longer afford to ignore the place of technology in recruitment.

As a major user of technology in the HR industry, Recours Four Kenya has leveraged its online platforms for various functions such as CV registration for job seekers into our database and job advertisements  for our clients which has increased the efficiency and effectiveness of its recruitment process.

“We’ve found that recruitment processes that integrated technology in one form or another were upto three times more successful than those that didn’t,” Margaret, our Head of Recruitment, explains.


Photo Courtesy: Stanton Chase

Here are 4 ways technology has affected the recruitment process;

  1. Branding

Most job candidates research their potential employers online before their interviews which means companies should now, more than ever, pay special attention to their careers section. Remember candidates are reviewing you just as much as you are reviewing them so it’s important to put your best foot forward as a potential employer to attract the best hires.

Other than the standard industry information, job candidates are looking to find out about the company’s working environment and opportunities to develop themselves, factors that affect the job candidate’s perception of you as an attractive employer.


  1. Social Media

Recently, social media has become a critical tool in spreading the word about job posts within the company, allowing companies to have access to a wide reach of potential employees and increase their probability of finding the perfect candidate. Aside from being a recruitment tool, social media is a great way for job candidates to get an insight into the culture of the organization and determine whether they’re the right fit or not.

A recent trend has seen companies using social media as part of their application process such as LinkedIn to interact more with job candidates and go beyond their resumes to determine whether they’re likely to fit seamlessly into the organization corporate culture.

  1. Data management

Large companies that attract high volume of applications have resorted to technology to streamline the process and enable easy tracking of applicants based on the requirements of vacant positions.  This has enabled recruiters to narrow their search quickly saving on time while allowing the storing of resumes, creating a database for future positions that might come up.

  1. Selection process

From online tests to video interviewing, technology has increased the various ways companies can assess candidates based specific requirements. Now with the increasing use of technology in business, companies are now keen on tech savvy candidates who know their way around industry specific software hence the recent trend of interview assignments that are technology based.


Although technology has greatly impacted the recruitment process, it is all too impossible to eliminate the human element, boiling down to the fact that job candidates are human too and technology might not necessarily be able to pick up on soft skills, something a human recruiter would be able do.


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