Effective recruitment could be tough. Hence, getting it right requires a good balance of automation, human skills and a right balance of data-backed, and intuitive knowledge from experience.


Recruiting right is perhaps even harder in a country like Nigeria where there’s increasing shortage of professional hands in a number of roles; largely orchestrated by actual and proclivity to brain-drain in the country.

While this on its own may seem to be a bad problem; it could interestingly be a good one for some businesses. This is so because ability to attract and recruit better staff - out of the few available - may in practical terms give a business some strategic advantage over its competitors who are not able to recruit them. After all, in the recruitment landscape, many organisations grapple for the best of talents who could facilitate the timely achievement of their business objectives. Yet, only a few are able to get the best. And those who get the best are by that means better positioned to compete.

From posting job openings, sourcing candidates, scheduling interviews, up to conducting assessments and analyses, Teoaris employs variety of skills, tools and experience to recruit highly talented and versatile employees for our clients.

In our consulting experience, many questions/concerns are often raised on how a business can get its recruitment right. Some of those questions range from interesting to heart-rending.

- Why don’t we attract “quality” staff?
- We are so unlucky with staffing; the staff we get don’t always seem to be the right ones.
- Remuneration is always an issue for us when it comes to hiring right.
- Staff loyalty to organisation is rare these days; you just can’t find it.
- John is competent; he just can’t seem to be able to perform well.
- He performed brilliantly during the recruitment processes, but from day one we discovered we got the recruitment wrong.

Organisations are – now and then - awash with above worries and many more. These worries often arise from practical challenges to recruiting right. Some of these challenges, which include:

- Attracting the right candidates
- Engaging qualified candidates
- Fast and efficient hiring
- Placing objectivity above subjective factors
- Creating an efficient recruiting process
- Matching person to organisation or “culture-alignment”
- Matching remuneration with competence

There are real concerns and could be overwhelming. Furthermore, they often lead employers with recruiting the second-best-available rather than what they really desired.

So, how does Teoaris Consulting get hiring right? We simply dare to do it differently, and more efficiently!

How we do it


Our goal when recruiting for an organisation is not just limited to filling the position for the moment, we are passionate about building a talent pool that will improve the business of the organisation today and also give it a sustainable advantage for the future.

With that, we take a strategic approach to recruiting over the oft-shortsighted approach of filling the position now without putting into consideration what will happen in the next few months, two years or another five years. What does this mean? Except for short-term requirements, we only want to recruit staff that will contribute to and enhance our client’s business – today, in the short term, medium term and in the long run. Hence, our recruitment philosophy avoids the usual off-the-peg approach. Rather we take each recruitment as a project, and apply our rigorous procedures, applying unique skills, experience and technology to hire the best.

Applying the 3 cardinal elements of recruitment - Technology, Skills and Experience, is key in our recruitment processes


These three elements fit together. In other words, we implicitly apply the three in every recruitment engagement. These elements are applied in each of our recruitment processes (profiled below).


Why are you recruiting? Where it all starts from

As a professional principle, Teoaris does not start a recruitment process without having a good knowledge of the client's business, the recruitment objectives of the business and the corporate culture. For us, getting the right fit starts with how the role being filled fits into the overall business goals of the business. Hence, the knowledge of the business, its industry, its plans, and its structure is very important to us. Juxtaposing this knowledge with the job role and requirements enables our consultants to apply decades of business consulting experience to create a “candidate personae” that fits the role. This process takes some diligence in analysis but we are always pleased to undergo it as it sets the right foundation for hiring right.

To continue reading, go to https://teoaris.com/2024/03/04/aligning-technology-with-human-skills-for-efficient-recruitment/