Our Good Practices in Recruitment

Insights from 12+ Years of Coaching and HR Consulting

At EvolveTalent®, we have learnt that recruitment is not just about filling vacancies. It is about creating sustainable matches where organisations and people thrive together.

Our approach has grown some years before our establishment in 2013 from coaching individuals to guiding leaders and companies across Europe. Along the way, we have developed practices that consistently make a difference in recruitment and consulting.

1. Clarity Creates Confidence

Clarity is the foundation of any successful recruitment journey. When organisations clearly articulate their needs, expectations, and culture, they build trust with both candidates and partners. At EvolveTalent®, we help clients uncover not only the technical requirements of a role, but also the values and leadership qualities that will truly make someone thrive.

Research insight: Companies with clear job descriptions and expectations are more likely to attract suitable candidates and reduce turnover (SHRM).

Our practice: We often use coaching questions and values and strength-based approaches to move beyond skills lists and discover what a role really requires. This turns vague expectations into shared clarity.

2. Speed with Quality and Care

In recruitment, time is often critical. Delays can mean losing great candidates to faster-moving competitors. We have celebrated successes where, thanks to mutual focus, an offer was signed in just 12 days. But speed should never replace quality. A coaching mindset helps us balance urgency with empathy, ensuring that candidates feel heard, not rushed.

Research insight: 62% of professionals say they lose interest if they do not hear back within two weeks of an interview (LinkedIn Talent Trends).

Our practice: We partner with clients to keep communication flowing and candidates informed—speed with respect.

3. Openness to the Market and Candidates

The world of work is shifting faster than ever. In the past three years alone, candidate expectations around flexibility, hybrid work, and purpose have become non-negotiable. We bring continuous market insights to our clients, helping them understand what candidates value and how to adapt offers.

Research insight: LinkedIn reports that flexibility is now the number one factor professionals value in a job, above even salary (LinkedIn Global Talent Trends).

Our practice: By listening deeply to candidates and feeding that information back to clients, we act as a bridge between what the market offers and what talent seeks.

4. Feedback Builds Trust

Feedback is one of the simplest yet most powerful practices. When candidates receive timely, respectful updates—even if they are not selected—they feel valued. This strengthens the employer brand and increases reapplication rates.

Research insight: 94% of candidates want interview feedback, but only 41% actually receive it (LinkedIn Talent Blog). Companies that provide structured feedback see a 40% higher reapplication rate (HBR).

Our practice: We coach clients on giving constructive feedback and act as the candidate’s voice in the process.

5. Candidate Experience as a Mirror of Culture

The recruitment process is often the first real encounter a candidate has with your culture. A positive experience makes candidates more likely to reapply and recommend you—even if they were not hired. For us, every conversation matters because every interaction reflects the company’s values.

Research insight: 78% of candidates say the overall candidate experience is an indicator of how a company values its people (CareerBuilder).

Our practice: We care for candidates as much as we care for clients. A good process is one where a candidate says: “I would apply again, even if I was not selected.”

6. Smooth Onboarding: The Real First Impression

Recruitment does not end with the contract—it begins with onboarding. New hires decide in their first weeks whether they will stay long-term. We encourage clients to treat onboarding as an intentional journey, not a checklist.

Research insight: Effective onboarding improves new hire retention by 82% and productivity by 70% (Forbes).

Our practice: We sometimes run coaching check-ins at 30 and 90 days to support integration and alignment.

7. Retention through Growth and Care

The success of recruitment is measured not only by hiring but by retention. People stay where they feel seen, heard, and supported. Growth opportunities, recognition, and balance matter more than perks.

Research insight: Gallup’s 2024 report shows that only 23% of employees globally are engaged, but engaged employees drive 23% higher profitability (Gallup).

Our practice: Through leadership coaching, we support managers in building cultures of trust and continuous development.

8. Refining the Company Brand

Your employer brand is always speaking—through how you treat candidates, what employees share, and what your presence looks like online. A strong brand makes people eager to work for you.

Research insight: 75% of job seekers consider an employer’s brand before even applying (LinkedIn Talent Blog).

Our practice: We amplify authentic brand stories and represent our clients with professionalism in every candidate interaction.

9. Culture as a Living System

Culture is not static; it evolves. One of the strongest predictors of workplace satisfaction is culture. As Barrett Values Centre certified practitioners, we bring structured methods to measure and transform culture. This helps organisations align values, behaviours, and goals.

Research insight: Companies that actively manage their culture are 3.7 times more likely to be high-performing (HBR).

Our practice: Using Barrett’s Cultural Transformation Tools, we help leaders identify cultural strengths and areas for growth.

10. Inclusion and Belonging

Every talent matters. Inclusive practices attract and retain diverse voices, making organisations more resilient and innovative. Belonging is no longer optional—it is essential.

Research insight: Inclusive companies are 1.7 times more likely to be innovation leaders in their market (HBR).

Our practice: We design recruitment strategies that reduce bias and coach leaders on inclusive behaviours.

Would you like to read our White Paper about Sustainable Recruitment with good practices in recruitment and talent search? Write us to hello@evolvetalent.eu