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Regardless of the sector of activity, recruitment remains a real project for each company, hence the importance of knowing and optimizing the 7 steps of the recruitment process.
Indeed, without hiring new employees, a company is destined to stagnate. Beyond the recruitment itself, the main issue is to recruit the right candidates and to do it in the most efficient way.
So how do you successfully recruit?
We are going to answer this question here through 7 different tips to avoid the pitfalls of recruitment.
1 - Identify the needs
The first point to respect is preparation. This may seem obvious beforehand, but many recruiters neglect this crucial step. Instead of jumping headlong into the ocean of recruitment, you must study and clearly define your needs. For example:
- What is the profile you are looking for?
- What type of contract is needed (permanent, temporary)?
- What are the skills and qualifications required for the position?
- What are the selection criteria?
- What salary range should be chosen? How do I set a salary?
- What are the working hours?
Asking the right questions will help you define your needs
Thanks to this, you will have in your hands a clear and precise job description. This is ideal for writing a complete job description. It will then be easier to find the rare pearl. Without it, you could find yourself lost in the sea of candidates.
Our advice: the rare pearl may be closer than you think, so why not consider internal mobility or co-option?
2 - Talent hunting
Once the needs have been clearly defined, it is time to set up a process: the talent hunt. However, competition is tough, you have to be smart.
Good candidates are often solicited from all sides, so you have to stand out to attract their attention. To reach as many targets as possible, it is necessary to broadcast your job offer on different channels such as social networks, job boards, and your career site.
Multicasting is one of the first steps to successful recruitment
Nevertheless, it is essential to perfect the writing of your job offer. Try to be creative and original in your ads to avoid clichés and boring descriptions. Indeed, the ad is your first contact with the candidates, if it does not arouse interest you will drastically reduce the number of applications. To help you do this, we have written an article on how to recruit in an original way.
3 - Ensure the pre-selection
Now, let's come to a crucial moment, the selection of candidates. Indeed, recruitment often coincides with a large number of resumes and cover letters. A sorting is therefore necessary.
It is essential to take note of all the information that you have identified as key, in order to be able to identify the candidates who best meet your needs and eliminate the applications that are not relevant.
Pre-screening helps reduce candidate volume
Our advice: look for candidates who stand out for their personality, experience and specific skills. Don't hesitate to dig deeper by asking additional questions during interviews to better understand the candidates.
If the position you wish to recruit for allows it, don't hesitate to try a recruitment without a resume, in order to get a better understanding of the candidate. In another article, we have identified the 5 best tools for recruiting without a resume.
4 - Ensure that the interview goes well
It is inconceivable to hire without going through the interview process. This is the moment of direct exchange between the recruiter, the company and the candidate. This is a crucial point for successful recruitment.
This is why it is important to be well prepared in order to ask relevant questions. Be authentic and try to really know the personality, motivations and skills of the candidates.
The interview will always be necessary as it is the first real meeting point with the recruiter.
At the same time, there is no point in promising a lot about the company and the position to be filled (if it is not the case). This non-transparency could cause problems in the long term since the candidate could be disappointed when faced with the reality of things.
Therefore, the honesty card could be a key to building trust with candidates by truly sharing the challenges and expectations of the position, so that candidates have a clear vision of what to expect. This will ensure that only the most interested candidates will fully engage in your process.
5 - Find a candidate that fits your corporate culture
No matter how motivated a candidate may be, you still need to assess the compatibility of candidates with your company. Indeed, it is important not to neglect your corporate culture.
As a reminder, this is the set of values, standards and behaviors that define your company. It plays a key role in the motivation, loyalty and development of employees.
Corporate culture is becoming more and more important, hence the importance of finding a candidate who fits it.
Therefore, find out about the values, motivations and way of working of each profile by asking them questions. Then you can present the company's values, which will allow you to recruit candidates who will fully grow with your employees.
6 - Evaluate skills
Even if motivation and company culture are very important, skills are just as important. While the interview provides a first glimpse of skills (especially behavioral), it is subject to many cognitive biases.
This is where assessment tools come in, to help you secure your recruitments. Assessment is a method of evaluating the skills and abilities of candidates based on situational testing.
Yuzu, for example, evaluates the soft skills of your candidates through video games. They will live different immersive adventures accessible to all profiles and from any computer. In addition to helping you make decisions, your candidate experience promises to be exceptional to attract the best profiles.
7 - Informing candidates
Finally, candidates invest time and energy in their job search. Communicating with them during the recruitment process can only reinforce their choice. Conversely, not giving an answer for weeks will only discourage them.
Furthermore, when a candidate is not selected, it is necessary to explain the reasons for your decision in an appropriate manner. While this is important for your employer brand, it is also important for your talent pool. You may need to contact them again in the future.
A recruiter explaining their decision will make a strong impression
Moreover, time is important and we advise you not to wait before making an offer to candidates matching your criteria.
Smooth and transparent communication will contribute to strengthening your employer reputation and help you attract the best candidates in the future, especially through word of mouth.
Bonus - Prepare the integration of the employee
Regardless of the division or job, recruitment does not end with the hiring proposal. Therefore, we advise you to carefully prepare your onboarding. Having a good reception is essential to start in the best conditions and to keep your employees loyal.
Conclusion
The growth of our activities pushes us to recruit. However, we must not compromise on the quality of candidates to fill a vacancy quickly. In fact, poor recruitment represents a real cost and can harm your turnover. Hence the importance of successful recruitment.
It is certainly an organization that can take time and effort, but the result is worth it. So don't hesitate to put into practice the 7 tips we have mentioned and adapt your recruitment process to the specific needs of your company.
Since talents are the first wealth of organizations, a well conducted recruitment will allow you to contribute greatly to the success of your company.
If, however, you find that your recruitment is taking too long, discover our article 9 tips to speed up your recruitment process.