The Art and Science of Recruiting

The Art and Science of Recruiting

People frequently describe recruiting as a form of art. It includes the act of researching and making the right decisions to select the perfect candidate for the company.

Then there are some that consider that recruiting as science because of massive database and analytics in the recruiting practices. Hiring in the present relies on data and metrics to evaluate the best sources of candidates and estimate the success rate of recruiting.

However, a genuinely successful recruiting is, in fact, a combination of both art and science. We require the analytics to determine the best applicants and the gut instincts to study candidates when interviewing them. The key is to find the balance in both fields to produce a good recruiting strategy.

Below are some examples of how recruiting is both art and science.

Recruiting As a Science

Art and Science of Recruiting JobStreet Singapore


Analytic systems allow us to examine our recruiting process and break down every part to be analyzed. We can learn what works in the recruiting plan and make improvements. For example, do people respond to social media more than traditional advertisements? How did people get to the company’s website?

Assessments tools

Hiring managers can further filter suitable candidates after preliminary selecting them with assessment tools. These tools can aid recruiters to decide which candidate is most likely to be successful in the job. Analyzing the results from these tools also helps in determining if they are getting we want.

In Jobstreet, you can find relevant candidates that match your job descriptions even if they didn’t apply for the position.

The Art of Recruiting

Art and Science of Recruiting

Creativity and innovation

You are looking to hire people, not robots. There is no scientific formula to determine which candidate will lead the team with innovative and creative ways. It requires more than just data and metrics to choose the right fit for the company, and sometimes there are factors that you can’t pick up with data.

Human judgment

Analytic systems can go through the list of candidates faster than we do and pick the most relevant talents with good past experiences, but can they read between the lines? It is important to remember that past performance doesn’t equal future successes. There are just things that are not there that systems can’t notice but a recruiter can when meeting the candidates face-to-face.


Whether recruiting is more of an art or science, it is up to people to decide on their own. What matters most is that you should always hire the right person that will make your company successful.

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