You question is too broad to answer. It depends on the company's scale, industry, recruiting team, types of candidate you are looking for, etc.
Hopefully these 2 following article can give you some ideas for your live project:
5 Recruiting Lessons Learned from Lean Manufacturing
How to Optimize Time to Hire without Sacrificing Quality of Hire
29th February 2016 From Vietnam, Hanoi
You can make one check list and process flow chart.
Follow that flow chart step wise and make sure you had make proper checklist on each stages.
Once you starts this day by day your checklist will improve and you will get idea how I can save my more time for recruitment and How I can improve my process by checking a particular details on each steges.
29th February 2016 From India, Vadodara
Consider 1 or 2 factors like experience, age factor, technically sound etc., and short list as many candidates as you can.
Conduct telephonic interview & scrutinize them. Call the selected candidates for final round at your premises.
Large/bulk database will help you to get the quality candidates.
If you need freshers, visit nearby colleges & hire them. From each class, you will get around 4 or 5 good candidates.
29th February 2016 From India, Vijayawada
#AnonymousHello. I suggest that new trends of recruitment can be adopted and latest trends have emerged with the latest year. Focus on quality hire is must for growth of organization. You can study this latest hiring trends artcile "get ready to ride the wave of recruitment trends".
1st March 2016 From India, Gurgaon
Firstly, I would suggest that you need to look at your Recruitment and Selection process. If I understand the underlying message in your posting, you do not appear to have a robust recruitment process in place to ensure you get the right candidates.
Secondly, from my reading of CiteHR over the last umpteen years, almost everyone seems to work on some sort of hit or miss type of scheme. Round up a thousand people looking for a job, interview them, and hope to God you find someone remotely suitable! And then you wonder why you can't get the right person. That is not recruitment.
Here again is Aussiejohn's 6 Easy Steps to Recruitment and Selection.
If you want the right candidate for the job, you only need 6 things:
1. A proper position description which sets out the requirements of the job
2. A person specification setting out what the successful candidate needs to perform the job
3. A rigorous selection process based on the PD and PS, to choose the top 4 candidates to interview
4. A targeted interview questionnaire based on the PD and PS, to ensure the candidates can do the job and can integrate into the company - no stupid, irrelevant questions that have nothing to do with the job
5. Well trained interviewer/s
6. A rigorous reference checking process
Place well worded advertisements, or work with a trusted employment agency who will source the RIGHT type of candidates for interview.
That's all there is to it. No need to complicate the process. Remember the KISS principle.
MAKE NO MISTAKE. THIS WORKS. I have used this process many times in companies I have worked for, and I have also trained other people to implement the process.
2nd March 2016 From Australia, Melbourne