Top 5 Best Talent Acquisition Tips for New Recruiters

Talent acquisition, according to LinkedIn in one of its articles, “Refers to the strategies, programs, and processes used to identify and hire qualified job candidates at an organisation. ”  In a world where employees are hopping from one job to another faster than ever, it is important to know the nitties and gritties of the system that would make you successful. As a new recruiter, the world of Talent Acquisition can feel overwhelming. You’re not just posting jobs; you’re a strategist, a marketer, a salesperson, and a counsellor all in one. The modern landscape, especially in high-growth markets like Ghana, demands that you move beyond basic screening.

Here are five essential, actionable tips to help you build stronger talent pipelines, reduce time-to-hire, and secure the best candidates from the start.

1. Master the Job Description and the ATS

Your job description (JD) is the single most important document in your hiring process, yet it’s often overlooked. In the age of digital recruitment, your JD needs to satisfy two audiences: humans and robots.

The Applicant Tracking System (ATS) is the first gatekeeper. But what actually is an ATS? 

“An Applicant Tracking System is software designed to scan and analyse CVs, cover letters, and other application documents, extracting relevant information and evaluating candidates based on predetermined criteria, and ranking your application.”-Jobberman Ghana

If your JD isn’t optimised, top talent won’t even see it, and their applications won’t be screened correctly.

• Avoid Jargon: Use industry-standard titles and keywords. Use words like “Software Developer” or “Junior Full-Stack Engineer.”
• Use Keyword Density: Naturally weave essential hard skills (e.g., Data Analytics, Python, Financial Modelling) and soft skills (e.g., Critical Thinking, Adaptability, Communication) throughout the requirements section, matching the language of your ideal candidate’s CV.
• Focus on Impact, Not Just Duties: Instead of “Manage social media accounts,” write: “Drive candidate engagement and enhance employer branding by managing all social media channels.” This attracts more strategic thinkers.

2. Prioritise Candidate Experience 

The job market is competitive. A slow or disorganised hiring process is the quickest way to lose a high-quality candidate, especially in fast-moving industries.  Yes, candidates may be desperate, but as a recruiter, keep them calm and engaged. So, how should you, as a new recruiter, create a good candidate experience? 

• Set Clear Expectations: At the first screening call, be transparent about the entire process: the number of interview rounds, who they will meet, and the estimated time-to-hire. This builds trust and reduces candidate anxiety.
• Be professional: Keep things professional during interviews. Don’t go over the tangent.
• Communicate Consistently: The biggest complaint from job seekers is the “black hole” of no communication. Even if there’s a delay, send a quick update (e.g., “We’re still interviewing, expect feedback by the end of the week”).
• Gather Feedback: After the process, send a short, simple survey to candidates (even those who weren’t hired) to ask about their experience. Use this data to continuously refine your approach. A positive candidate experience, even after rejection, can turn a candidate into a future applicant or a brand advocate. 

3. Think “Sourcing” Before “Posting”

The question is, how are you going to source the candidates to fill the vacancy? Relying solely on job board applications (the “post-and-pray” method) will only get you candidates who are actively looking. The best talent often needs to be headhunted, and they are “passive candidates” currently employed and performing well. How would you poach for these top talents who are already gainfully employed? 

• Build a Talent Pipeline: Don’t wait for a vacancy to start looking. Use LinkedIn Recruiter or Jobberman Ghana’s ATS  to identify top performers in target roles before you need them.
• Learn Boolean Search: A simple but effective method is mastering the use of operators like AND, OR, and NOT to conduct highly precise searches on professional networking sites. This separates the amateurs from the expert Talent Acquisition specialists.
• Personalisation: A cold message should never be generic. Reference a specific achievement on their profile or a project they completed. Example: “I saw your work on the recent FinTech implementation, and we’re looking for that exact expertise for a new project here.”

A typical example of sourcing was when, in July earlier this year, according to financialexpress.com, Andrew Tulloch, the co-founder of Thinking Machines Lab, originally together with the team declined an initial offer from Meta of 1 billion dollars to join its superintelligence lab but recently has had a change of heart and accepted the offer with a slightly better offer of 1.5 billion dollars. 

4. Shift to Skill-Based Hiring and Reduce Bias

Just like in the case of Meta, new recruiters should also turn to experience, not just focusing on the degrees or certifications. The modern approach focuses on competency and future potential, which also naturally helps reduce unconscious bias. How can you make the shift to skills-based hiring and reduce bias?

• Implement Structured Interviews: Ask all candidates the exact same questions and use a consistent rating system. This forces an objective evaluation based on specific competencies needed for the role.
• Utilise Skills Assessments: For technical or high-demand roles, use pre-employment assessments (e.g., coding tests, critical thinking exams, or case studies). A test for a specific hard skill provides objective, data-backed evidence of capability that a CV alone cannot.
• Focus on Behavioural Questions: Use the STAR method (Situation, Task, Action, Result) for questions. This forces candidates to share concrete examples of how they’ve demonstrated key skills like Adaptability and Problem-Solving in the past.

5. Champion Your Employer Brand

Your Employer Brand is your company’s reputation as a place to work. As a new recruiter, you must be your company’s most passionate advocate, as candidates are now vetting the company as much as the company is vetting them.

How can you build an employer brand in the recruitment process?

• Share Real Stories: Don’t just list benefits; share testimonials or short videos from current employees discussing company culture, growth opportunities, and why they stay.
• Highlight Growth & Learning: In the Ghanaian market, employees highly value career development. Use the recruitment process to sell the learning opportunities, training programs, and mentorship structures available.
• Share your Value Proposition: Ensure your Employer Value Proposition, which is the unique selling point of working for your company, is clearly communicated across all touchpoints where your vacancy is placed.

Ultimately, mastering talent acquisition as a new recruiter requires moving beyond simple administrative tasks and embracing a multifaceted role. Success hinges on a foundation built upon these five pillars: strategically optimizing the Job Description and the ATS, improving the Candidate Experience through transparent, professional, and consistent communication; shifting focus to Sourcing Before Posting by proactively building passive talent pipelines; committing to Skill-Based Hiring through structured interviews and objective assessments to reduce bias; and finally, becoming a genuine Champion of Your Employer Brand by sharing real growth stories and value propositions. 

Are you finding it overwhelming to manage your recruitment process? Request a call with Jobberman.