The 7 crucial steps for a successful recruitment process
Recruiting a new employee is a delicate process. However, it is very important since poor recruitment can be expensive and affect your turnover (Hence the importance of knowing how to limit it) and reduce your business.
To put all the chances on your side, you must structuring clearly your recruitment process. It consists of planned and coordinated steps aimed at identifying, evaluating and selecting the candidates best suited to your context and needs. Good organization is essential for successful hires.
You will find a clear and precise description of 7 essential steps to follow during your recruitment process. Valuable help to make your job easier.
Why set up a recruitment process?
Integrating a quality recruitment process is crucial for different issues :
On the one hand, it is a significant asset for secure your recruitments. Structuring will allow you to objectify your selection and strengthen equal opportunities by evaluating all applications in the same format.
On the other hand, a good recruitment process significantly improves thepicture of the company to the external public. If done well, the recruitment process can help create and maintain a solid employer brand for future candidates.
It is in fact one of 3 essentials for an attractive recruitment. A good candidate experience could even allow you to convince the most sought-after profiles.
Therefore, it is interesting to ask What are the steps in the recruitment process?
Let's discuss them now in this article.
1 - Define the need
As a recruiter, you have detected a need in your company, the first step is linked to defining it. To do this, you have to Asking the right questions :
- What is the job title?
- What profile are you looking for?
- What training courses are expected for this work?
- How many years of experience are required?
- What soft-skills are required for this profile?
- What are the missions?
- What will his responsibilities be? What challenges will it face?
- What type of contract should be preferred (CDI, CDD, interim, work-study program?)
- What pay ranges should you choose?
Questioning guarantees success
There are certainly a lot of questions and information to obtain, but these are essential to allow you to recruit the right person. This is a key step that will save you time. This is why it is important to take a step back to define the profile you are looking for and write your job description.
After that, you could even choose the internal mobility by promoting an employee who is already in place and who meets the expectations of the position to be filled.
2 - Preparing the job offer
Once the need has been clarified, you should be able to effectively build your Job description and the profile you are looking for. This will allow recruiters to target the expected criteria.
From these two documents comes the job offer, it summarizes your needs and conveys a clear message about the expectations of the company.
It usually starts with a presentation of the company, its values, its culture. It is then supplemented by a description of the position and the expected profile. Finally, a good practice is to indicate the different stages of the recruitment process to create a transparent relationship as soon as the offer is read.
A clear announcement is a guarantee of success
Do not forget to specify the requested documents (CV and/or cover letter) but also pros of the job, social as well as financial, it is an excellent way to attract candidates.
A clear and well-written job offer very significantly increases the number of candidates for an advertisement. It is essential since it is the first point of contact with candidates.
3 - The dissemination of the job offer
Once the offer has been written, it is time to move on to the next step, distribution. It is a job that can be done through different tools such as job boards, social networks, and your career site. You can even play the originality card, because when done well, these extraordinary campaigns are often synonymous with success.
Find out where to show your ads to ensure your recruitment
The most common method for distribution is the use of job sites. There are a multitude of them such as Indeed, Monster, and Glassdoor. These allow you to post job offers directly on their platform. It is a simple and effective way to find a large number of potential candidates.
Les digital social networks can also be a great way to advertise your job offers. You can post them on networks like LinkedIn, Twitter, Instagram, and Facebook. While the former is obvious, the others should not be overlooked. Indeed, they can be interesting if you think you have the right audience. In addition, social networks are a great tool for building your employer brand.
Distributing your offers on several media obviously increases your chances of finding the right candidate, but you also increase the volume of applications you will receive. This is why having a career site is a plus because it ensures that all your job offers are grouped together in one place. In addition, a candidate can apply in several places while with an automatic referral to your site, you avoid duplicates.
All the conditions are now in place to receive applications. They must now be treated.
4 - The management of applications
Candidate management is another key step in the recruitment process. By analyzing applications, you will sort more narrowly and effectively in order to be able to reduce the number of potential candidates. In order to clarify your requirements, you can sort each person on 3 elements :
- It meets my expectations.
- It does not meet all my expectations but it has potential.
- It does not meet my expectations.
This sorting will reduce the volume of candidates.
This first selection will allow you to grant interviews to those you have selected. However, do not neglect the writing of an answer adapted to unselected candidates, a non-return would tarnish the image of your company.
To help you in your choices, there are many software programs ATS with a multitude of features such as matching and scoring.
In particular, we can mention Beetween which globally allows you to improve the recruitment process from A to Z: from the distribution of a job offer to the hiring of a new collaborator, the tool provides a range of functionalities allowing HR professionals to manage the entire recruitment process, all from a single and easy-to-use interface.
It is an intelligent and collaborative tool that also makes it possible to manage the scheduling of appointments and exchanges with candidates by text message, email and other conversation channels.
In addition, composed of multiple complementary and adaptable modules according to the needs of recruiters, we find, among other things, an essential feature for recruiters: the CV library. Thanks to the centralization of CVs, it speeds up the processing of applications and allows you to build a qualified recruitment pool.
5 - Interview management
Now, let's move on to another essential phase: interviews. These must be prepared in advance to really discover the personality of the candidates. And not necessarily their potential, in terms of evaluating the potential of candidates, there is 3 best practices other than maintenance. However, to ensure that it runs smoothly, a code of conduct must be established.
Initially, you can organize interviews. telephone or video in order to confirm your choices. But it is also possible to organize an initial interview Head to head then a second interview with the manager concerned. It is very important to include several employees in interviews to objectify the recruitment, we even advise you to ask for collaborators external to human resources.
The interview is inseparable from the recruitment process
Our advice : in order to help you conduct your interviews, build a grid with your various criteria.
The format of this grid can be varied. The objective is to create a scale in line with the values of your company and the specificities of the position in question.
However, this is only an overview of skills prior to hiring.
6 - The selection of the candidate
The interviews have numerous advantages but they are based only on statements.
To complete and refine your decisions, we advise you to make a Assessment. This scenario-based method is very useful for identifying and evaluating a person's skills or behavior. For more details, we happened to write an article on What is assessment? Be aware, however, that it exists in many forms.
We can cite the practical tests which consist in carrying out an exercise in connection with the employee's future professional activity. But also the professional situations that are used to test candidates in real situations.
While technical skills were favoured for a long time, the trend has been reversed with the prioritization of soft skills. More and more recruiters are giving priority to Soft Skills or behavioral skills. To assess them, many companies offer online questionnaires.
While the outcome of these solutions is interesting for the company, the candidate experience is on the other hand unpleasant and generally repels some candidates.
After several years of R&D with researchers in Psychology and Neuroscience, we imagined Yuzu : one New Generation Assessment Center, specialized in the assessment of soft skills (the famous soft skills).
With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.
The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).
The advantages of our solution:
- One candidate experience exceptional for boosting your employer brand;
- A solution accessible to all to ensure equal opportunities;
- A decision support tool to detect and promote interpersonal skills.
Whether it's for your recruitment processes or internal mobility, we are transforming the assessment of Soft Skills In a moment Loud and playful.
7 - Take care of your integration
Now, you have all the cards in hand to know the lucky one. You can therefore move on to the next steps such as fulfilling the promise of employment, the DPAE or even having the employment contract signed... but the recruitment process does not end here, there is one last step left.
Indeed, it is necessary now prepare for arrival in the service of the new collaborator and his mainstreaming in the team. A well-integrated recruit will be much more likely to be loyal and successful. She could even become an ambassador for your employer brand later on. The ideal is to have prepared a welcome booklet in advance for newcomers.
To remember
The recruitment process includes: several essential steps to find the best candidate for the company. All of these steps are essential to optimize recruitment as your success depends on your organization and your talent assessment.
It is true that at first, the recruitment process may seem daunting but by following these steps, you will put all the odds in your favor. In addition, a lot oftools exist to help you throughout these procedures.
Remember thatno step should be overlooked, they are all connected to each other.
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