Agile recruitment is a flexible approach strongly inspired by agile software development. In particular, it helps to manage expectations through the principle of "inspect and adapt".

In essence, agile recruitment is the use of iterative and flexible methods in the recruitment process. This approach is strongly inspired by the principles of agile software development such as Scrum and Kanban, and some elements may already be used by your HR department.

The main goal of Agile Recruitment is to evolve an otherwise static approach towards more transparency and greater efficiency and effectiveness. Ultimately, the aim is to reach the candidates you are looking for quickly and identify them as suitable. The goals derived from this are:

• Faster talent acquisition
• Improved quality of recruitment
• Adaptability of the recruitment process to market dynamics
• Increased employee engagement and employee retention
• A broader pool of candidates
• Even impact on employer branding

Elements of agile recruitment

There is not just one way to move forward. Various elements can or must be combined to achieve the desired result. However, the following have proven themselves and are "good practice", so to speak:

• Short iterations: Each iteration can focus on a specific phase
• Continuous communication with applicants and stakeholders: regular updates, feedback and timely responses
• Cross-functional collaboration: evaluation of candidates from different perspectives (HR, future colleagues, future manager, etc.)
• Candidate-centred approach: Does the recruitment process actually meet the needs and expectations of the candidates? Continuous feedback and continuous improvement is the only way to find out; to do this, you should seek regular feedback from candidates and hiring teams
• Relationship building: doing this with potential candidates not only helps with feedback but can also provide a pool of candidates for the future
• Emphasise diversity and inclusion (this should be a given): Different perspectives and backgrounds lead to a more diverse candidate pool and innovation

Phases of agile recruitment

Every organisation has its own unique recruitment process and requirements that influence the specific phases of agile recruitment. Agile recruitment depends less on the individual phases and more on how well the collaboration between those involved works and develops. Some relevant phases can be:

• Planning and sourcing: define hiring needs and requirements including required skills, qualifications and cultural compatibility; build a talent pipeline and proactively source candidates through various channels
• Candidate screening: Conduct initial assessments of candidates based on predefined criteria
• Agile interviewing: Conduct collaborative interviews with multiple stakeholders; use behavioural and situational questions to assess candidates' problem-solving skills and adaptability
• Feedback and iteration: Get immediate feedback from candidates and stakeholders after each interview and adjust the selection process
• Evaluation and decision making: Assess candidates based on their technical skills and alignment with the company's values
• Offer and onboarding: Make successful candidates an offer quickly and transparently; facilitate a seamless onboarding process - this is surprisingly often missed
• Continuous improvement (Inspect and Adapt): Continually evaluate and refine the agile recruitment process based on candidate feedback, metrics and overall team performance identify areas for improvement and make necessary adjustments

The role of expectations in the recruitment process

Candidates and hiring companies have expectations. It is helpful to formulate these clearly. On the applicant side, these can be expectations such as:

• Job fit: Does the position really match the applicant's skills?
• Corporate culture: Consistency with your own principles, a supportive and inclusive workplace
• Communication and transparency: A lack of feedback or long periods of silence can lead to frustration and disappointment
• Candidate experience: You value professionalism, fairness and respect from recruiters and hiring managers
• Pay and benefits: Aligning pay with market standards and offering attractive benefits

If applicants do not work out and their expectations are not met, this is sometimes due to a much too filtered presentation of the job:

• The skills they are looking for are not really required ... or not yet
• Top-down attitude in management contradicts the promised agile environment
• Constant firefighting takes place instead of developing something new
• PowerPoint and Excel battles are demotivating; some organisations tend to create internal documents that are too extensive
• Culture descriptions that deviate from the actual culture
• Low agile maturity: coming from a highly agile workplace can sometimes lead to a bit of waterfall culture shock if you are unprepared

The challenges of an agile recruitment process

Time constraints and a fast and iterative recruitment process can lead to rushed decisions, possibly resulting in inappropriate hires. The following issues should be kept in mind:

• Alignment with stakeholders: Differing interests are a challenge in aligning expectations and decision criteria
• Data management/analytics: Accurate and relevant data for analysis can be a challenge
• Change management: Agile recruitment requires a change in mindset and processes for recruiters and the organisation as a whole
• Adaptability of roles: For some roles, it can be a challenge to apply the same approach consistently
• Over-emphasis on specific skills: Heavy focus on technical skills and immediate role requirements can lead to suitable candidates being overlooked
• Resistance to change: Employees and stakeholders accustomed to traditional recruitment methods may resist the introduction of agile practices
• Feedback and continuous improvement: Organisations may struggle to gather and respond to feedback from candidates and internal stakeholders

Recruitment phases should not be waterfall sequential but should be able to overlap so that it is possible to jump back and forth between them if necessary. On the whole, agile recruitment is about collaborating in a structured way with all those involved and continuously improving the process.