{
  "@type": "FAQPage",
  "mainEntity": [
    {
      "@type": "Question",
      "name": "What is the purpose of the recruitment process?",
      "acceptedAnswer": {
        "@type": "Answer",
        "text": "The recruitment process exists to ensure organisations hire the right person for each role, not just the first available applicant. A structured approach attracts more qualified candidates, reduces the risk of poor hiring decisions, and supports long-term business performance."
      }
    },
    {
      "@type": "Question",
      "name": "What are the seven steps of the recruitment process?",
      "acceptedAnswer": {
        "@type": "Answer",
        "text": "The seven core steps are: identifying recruitment needs, writing a job description, sourcing candidates, screening applicants, conducting interviews, extending a job offer, and onboarding the new hire."
      }
    },
    {
      "@type": "Question",
      "name": "How long does the recruitment process typically take?",
      "acceptedAnswer": {
        "@type": "Answer",
        "text": "The average time to hire varies by industry and role complexity. According to the LinkedIn Hiring Insights report, the global average time to fill a position is around 44 days. For senior or specialised roles, the process often takes longer."
      }
    },
    {
      "@type": "Question",
      "name": "What is the difference between recruitment and talent acquisition?",
      "acceptedAnswer": {
        "@type": "Answer",
        "text": "Recruitment refers to the process of filling an immediate vacancy. Talent acquisition is a broader, longer-term strategy focused on building relationships with potential candidates and planning for future workforce needs."
      }
    },
    {
      "@type": "Question",
      "name": "How does technology improve the recruitment process?",
      "acceptedAnswer": {
        "@type": "Answer",
        "text": "Technology reduces manual effort, speeds up screening, improves communication with candidates, and provides data to make better hiring decisions. However, it works best as a tool to support human judgment, not replace it."
      }
    }
  ]
}