English 
Recruiting a new employee is a delicate step. However, it is very important because a bad recruitment can be costly, impact your turnover rate and reduce your activity. To put all the chances on your side, you must structure your recruitment process. This process is made up of planned and coordinated steps aiming at identifying, evaluating and selecting the most suitable candidates for your context and your needs. A good organization is essential for successful hiring.
Why set up a recruitment process?
Implementing a quality recruitment process is crucial for several reasons:
On the one hand, it is a significant asset to secure your recruitments. The structure will allow you to objectify your selection and reinforce equal opportunities by evaluating all applications on the same format.
On the other hand, a good recruitment process greatly improves the company’s image with the external public. By being well managed, the recruitment process can help create and maintain a strong and attractive employer brand for future candidates. A good candidate experience could even allow you to convince the most coveted 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 to define it. To do this, you must ask yourself the right questions:
- What is the job title?
- What profile are you looking for?
- What training is required for this job?
- How many years of experience are required?
- What are the essential soft skills for this profile?
- What are the missions?
- What will be the responsibilities? What challenges will they face?
- What type of contract should be preferred (permanent, fixed-term, temporary)?
- What salary range should be chosen?
Asking questions guarantees success
A lot of questions and information to get, but these are essential to enable 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. Following this, you could even choose internal mobility by promoting an existing employee who meets the expectations of the position to be filled.
2 - Prepare the job offer
Once the need has been clarified, you should be able to effectively build your job description and job profile. The first is a document for the employee to know his role and to project himself. It allows the recruiter to target the expected criteria, while the second is a representation of the ideal candidate.
From these two documents comes the job offer, which summarizes your needs and conveys a clear message about the company's expectations.
It generally begins with a presentation of the company, its values and culture. It is then completed by a description of the position and the expected profile. Finally, it is a good practice to indicate the different stages of the recruitment process in order to create a relationship of transparency as soon as the offer is read. Don't forget to specify the documents requested (resume and/or cover letter) but also the benefits of the position, both social and financial, which is an excellent way to attract candidates. A clear and well-written job offer increases the number of applicants to an ad. It is essential since it is the first point of contact with candidates.
3 - Posting job offer
Once the job offer has been written, the next step is to publish it. This can be done through various tools such as job boards, social networks and your career site. You can even play the originality card, because when they are well done, these unusual campaigns are often synonymous with success.
Find out where to post your ads to ensure your recruitment
The most common method of advertising is through job boards. There are a multitude of them such as Indeed, Monster and Glassdoor. These allow you to post jobs directly on their platform. This is a simple and effective way to find a large number of potential candidates.
Social networks can also be a great way to get your job postings out there. You can post them on networks such as LinkedIn, Twitter, Instagram and Facebook. If the first one is obvious, you should not neglect the others. Indeed, they can be interesting if you think you have the right audience. Moreover, social networks are an excellent tool to build your employer brand.
Posting jobs offers on multiple media obviously increases your chances of finding the right candidate, but it also increases the volume of applications you receive. That's why having a career site is an advantage because it ensures that all your job offers are grouped in one place. In addition, a candidate can apply in several places, whereas with an automatic link to your site, you avoid duplication.
All the conditions are now met to receive applications. It's time to process them.
4 - Application management
Application management is another key step in the recruitment process. By analyzing the applications, you will be able to narrow down the pool of potential candidates. In order to clarify your requirements, you can sort each person on 3 elements:
- They meet my expectations
- They do not meet all my expectations but has potential
- They do not meet my expectations
This first selection will allow you to grant interviews to those you have selected. Nevertheless, do not neglect to write an appropriate response to the candidates who have not been selected, as a failure to do so would tarnish your company's image.
To help you in your choices, there are many ATS software with a multitude of features such as matching and scoring.
Beetween, for example, allows you to improve the overall recruitment process from A to Z: from the posting of a job offer to the hiring of a new employee, the tool provides a range of functionalities allowing HR professionals to manage the entire recruitment process, all from a single, easy-to-use interface.
It is an intelligent and collaborative tool that also allows to manage the scheduling of appointments and exchanges with candidates by sms, email and other conversation channels. In addition, composed of multiple complementary modules that can be adapted according to the needs of recruiters, we find among others an essential functionality for recruiters: the resume library. Thanks to the centralization of resumes, it accelerates 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: the interviews. These must be prepared in advance to really discover the personality and potential of the candidates. To ensure that they run smoothly, you must establish a code of conduct.
You can start by organizing telephone or video interviews to confirm your choices. But it is also possible to organize an initial face-to-face interview and then a second interview with the manager concerned. It is very important to include several collaborators in the interviews in order to make the recruitment objective. We even advise you to solicit collaborators from outside human resources.
Our advice: to help you conduct your interviews, create a grid with your different criteria.
The format of this grid can be varied. The objective is to create a scale that is in line with your company's values and the specificities of the position in question.
However, it is only a preview of the skills before hiring.
6 - The selection of the candidate
Interviews have many advantages, but they are only based on statements.
To complete and refine your decisions, we advise you to carry out an assessment. This method, based on situational testing, is very useful for identifying and evaluating a person's skills or behavior. It exists in many forms.
We can mention practical tests that consist of carrying out an exercise related to the employee's future professional activity. There are also situational tests, which are used to test candidates in real-life situations.
For a long time, technical skills were favored, but the trend has been reversed with a prioritization of soft skills. More and more recruiters are focusing on soft skills or behavioral competencies. To evaluate them, many companies offer online questionnaires. While the results of these solutions are interesting for the company, the candidate experience is unpleasant and generally repels some candidates.
This is where gamification comes in, combining reliability and quality candidate experience through immersion. At Yuzu, we offer ten-minute scenarios developed with the latest video game technologies and available in the cloud directly from the candidates' computers. This is an essential advantage to secure your recruitment while being more original than your competitors.
Illustration Gameplay Yuzu
7 - Taking care of their integration
Now you have all the information you need to find the right person. You can now proceed with the next steps, such as making the promise to hire or having the employment contract signed... but the recruitment process does not end here, there is one last step.
Indeed, we must now prepare the arrival of the new employee in the department and their integration into the team. A well-integrated recruit is much more likely to be loyal and efficient. This person could even become an ambassador of your employer brand. Ideally, a welcome booklet should be made available to newcomers beforehand.
Conclusion
In summary, the recruitment process includes several essential steps to find the best candidate for the company. All of these steps are essential to optimizing recruitment, as your success depends on your organization and your assessment of talent.
It is true that at first, the recruitment process may seem intimidating, but by following these steps, you will put all the chances on your side. In addition, there are many tools available to help you through the process.
Remember that no step should be neglected, they are all related to each other.