Over the last few weeks, our Marketing Manager has (poorly) edited our MD, Rob Shaw, into various characters.
He’s trekked through the wilderness as an explorer, searching for answers. He’s disappeared into the background in full camouflage, hunting for hidden talent. He’s even found himself battling through The Interview Games as the now infamous Robniss Everhire.
But behind every version of Rob was a stage of the Glu recruitment process.
Because despite what many people think, recruitment doesn’t begin when a job advert goes live. In fact, by the time we reach that point, a huge amount of work has already happened behind the scenes.
Stage 1: Discovery
Every successful hire starts with understanding the problem we’re trying to solve.
That’s why the first stage of our process is what we call discovery. Before we discuss job titles, salaries or candidate requirements, we’re busy uncovering what’s really happening within a business.
Why has the role become available? What does the team look like today? Is everyone operating at full capacity, or are people quietly taking on more than they should? What does success actually look like for the person who eventually joins?
The answers aren’t always what clients expect.
Stage 2: Advice
Sometimes a business thinks it needs a new employee when the real issue is structure, workload distribution or timing. Sometimes the role itself isn’t quite right. Sometimes the smartest hiring decision is to wait.
It’s not the most traditional approach for a recruitment company, but we’d rather help someone make the right decision than rush them into the wrong one.
Stage 3: The Search
The search stage is often where businesses underestimate the challenge. Many assume recruitment is simply a case of posting a job advert online and waiting for applications to arrive. Unfortunately, the best candidates aren’t always on job boards and actively applying.
The strongest talent is often already employed, performing well and not actively looking for a new role. Finding those individuals requires market knowledge, targeted search activity, conversations and, occasionally, the persistence of someone dressed like they’re auditioning for SAS: Who Dares Wins.
The goal isn’t volume. It’s relevance. We’d rather find five brilliant candidates than fifty average ones.
Stage 4: Interviews
Then comes the stage everyone recognises: interviews.
Or, as Robniss Everhire would call them, The Interview Games.
Some hiring processes genuinely feel like survival challenges. Endless stages. Weeks of waiting. Last-minute changes. Communication that disappears without warning. Candidates are expected to remain enthusiastic while navigating an obstacle course that would test the patience of a saint.
The problem is that great candidates have options. They don’t stay available forever.
That’s why we focus on keeping momentum throughout the interview process. Clear communication, proper preparation, realistic timelines and structured conversations all help ensure candidates remain engaged from start to finish. Hiring should feel like a professional process, not an endurance event.
Once interviews are complete, another crucial stage begins.
Stage 5: Feedback
It sounds simple enough, but it’s often where hiring processes start to lose momentum. Decisions take longer than expected. Updates become less frequent. Candidates are left wondering what’s happening next.
We’ve seen enough stalled processes to know how damaging this can be.
Good candidates don’t stop exploring opportunities simply because they’ve had one interview. That’s why we work hard to keep things moving, gathering feedback, coordinating next steps, managing offers and making sure everyone involved knows exactly where they stand.
Stage 6: Partnerships
For some recruiters, a placement marks the finish line. The contract is signed, the candidate starts, and everyone moves on, but that’s never really made sense to us.
The best recruitment relationships are built over time. Every hire teaches us more about a business. Every conversation helps us understand the personalities, values and working styles that make a team successful.
The deeper that understanding becomes, the better future hiring decisions become too.
Great recruitment isn’t a single event. It’s a process.
A process built on understanding, advice, search, interviews, feedback and long-term partnership.
The costumes are optional. The process isn’t.
Get in touch to see how we could help you strengthen yours.
0114 321 1873 | eyup@glurecruit.co.uk