The phases of the recruitment process

THE The assumption process is crucial In the life of a company. It is a series of actions that must be implemented to find the ideal candidate.

In the best case, it must have all the qualities that meet the needs of a company for a certain position.

The Human Resources Department will have to prepare upstream to meet the best conditions to recruit the best candidate.

Here are 7 important steps in the assumption process and other ideas to facilitate.

1. Definition of needs in the recruitment process

This part constitutes the basis of the project. With the aim of maximizing the chances of success of a recruitment, Good preparation is essential.

The definition of needs is the first step in the recruitment procedure. This is the definition of the mission and the place of the future employee.

By analyzing the situation, it will be necessary to ask the right questions: why must the company recruit?

What are the missions that the future employee will have to carry out? What are the skills that the company needs to be filled with the location? What kind of employment contract?

From the information collected and available for the company, the context of the recruitment will be necessary before establishing the priority of the selection criteria.

By decreasing your needs at best, it will be easier to simplify and simplify the recruitment process.

Among the points to be clarified at this stage, we will also notice the quantification of the importance of a new employee in the company. Will it be essential?

In the event that the recruitment is connected to the pension or turnover, it will be necessary to ask you if you need to replace the employee in an identical way.

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2. Development of the post sheet

Once you have taken a specific point on the needs of the company and those of the post, you will have to take care of the description of the work.

If the location already exists, you can take the old post -foglio and make it a complete review.

Recall that this sheet must be updated regularly and be as exhaustive as possible.

The post sheet is used to build an announcement that brings together all the technical skills and abilities of the desired candidate.

In addition, it also serves to inform the recruiter on its recruitment mission.

As soon as you have finished writing the post sheet, the latter will serve you to write the job offer.

In addition to obvious information, such as the working hours or the title of the position, you should not forget to integrate the activities to be carried out, the necessary skills, the required experience or the transversal skills desired for the position.

3. Preparation of the supply

The supply is very important in the assumption process. It is a specific candidate research work based on the criteria mentioned in the post sheet.

Human resources managers will have to guarantee that communicating information on the needs of the company is optimal.

Sourcing in the receipt process

In general, there are two approaches for supply: the classic approach and direct approach.

The classic approach is to publish ads on the company’s website, on its social networks or on the work committee.

The direct approach, on the other hand, is the specialty of head hunters. It makes it possible to direct and recruit the ability and profile required, and this, precisely.

The supply is one of the decisive phases that will define the future intake.

THE supply campaign It includes negotiation of contracts with service providers in the event of outsourcing, writing classified ads, fixing the dates and frequency of publications, organization of the planning of the recruitment and the drafting of the action plan.

The supply and pre -selection of candidates often go hand in hand.

The pre -selection of the candidates

For effective pre -selection, it will be necessary to start with the priority of the recruitment criteria.

Take an example: is it more important for the company that a candidate has 5 years of experience in a position similar to that proposed or if he is in possession of the diploma mentioned on the postal sheet?

In addition, it will also be necessary to define the importance of Softs skills in the recruitment criteria.

To better manage the supply phase and that of the pre -selection of candidates, it is highly recommended to use specialized software with combination and score functionality.

4. Evaluation of the candidate

During the Evaluation phase of the candidateWe have the maintenance of the candidates.

A recruitment interview is a moment of exchange between a recruiter looking for rare pearl and a candidate in search of a professional project in which he will be able to thrive in the coming years.

First and during the interview

To establish a climate of trust, the best is to announce the interview course to the candidate.

You must keep in mind that a relaxed candidate is more natural than a pressure candidate.

The recruiter will have to take time to understand the candidate’s profile and his skills.

To get an idea, the recruiter will also be able to project the candidate to the employee’s position in the company.

Knowing the candidate well is important. For this, it will be necessary to be interested in his history, your career, your motivations, your experience and its ambitions.

In the Debriefing phase of the evaluation, you must remain transparent and honest.

After the interview

The recruiter must think of requesting the candidate’s opinion and his feelings after the interview before listening to his feedback and commenting on them.

After the evaluation, it will also be necessary to make a feed back of the candidate’s skills and technical skills that can be useful for the company.

If the candidate is taken for the next steps, the rest of the recruitment process must be explained.

Depending on the case, it is also possible to give him an appointment to tell him about returns after the interview. Now it’s time to go to the selection process.

5.

The final selection of the candidate is one of the most difficult passages of the assumption process.

Before validating the candidate’s choice, it is important to verify that the following points agree with the company’s values:

• The candidate’s professional projects;
• His professional experience;
• SES reasons;
• His personality.

Recall that the candidate will be an integral part of the company’s teams, therefore he must feel in agreement with the corporate culture.

6. Assumption of the candidate

Have you found your candidate? It is time to move on to hiring and the various statements that this implies.

You may want to be involved in a working promise model.

The conclusion of the employment contract will follow, etc.

Think about:

• Send the previous declaration to the hiring (DPAE) to the appropriate social security organization,
• Save your new employee in the unique staff register,
• Add it to the complementary pension fund …

After all this, here is the integration of the candidate.

7. Integration of the new collaborator

Upon arrival, nothing like a smile to start well.

Take time to present the global vision of the company and to explain the mission of each service and employees.

Give a welcome booklet. According to habits, an integration lunch can be organized and the new employee will receive a company presentation booklet.

The onboarding process is as important as the recruitment process.

To welcome the new recruit in the best conditions, its manager, its new colleagues and human resources must be present on the first day (as far as possible).

The goal is to remind the new employee that his arrival in company is important in the eyes of all the actors with whom he will now be brought to work.

You will have to make sure your new employee is well installed.

Check that everything is ready to start his business:

• Computer in perfect work order,
• Available identifiers,
• Nominative distinctive,
• Password activated for any working software …

Promote an inclusive recruitment process

Discrimination in hiring is a fact in France, even if theitem L1132-1 The labor code makes it illegal.

Wouldn’t you like to lose -the candidates on board for their origin or religion?

Make sure the recruitment process is decidedly impartial and inclusive.

According to a study on diversity and inclusion conducted by the Deloitte company in 2020, an inclusive company exceeds its financial competitors.

We are talking about turnover that can reach up to over 30% per employee and greater profitability.

For inclusive recruitment and diversified teams:

• Write inclusive job offers;
• Expand your research to include various groups and niches;
• Position an inclusive application process;
• Make a fair pre -selection;
• Prepare your job interview so that you adapt to your panel and avoid unconscious prejudices.

You can also base on big data to recruit well.

Apply Big Data to the recruitment

Big data, or analysis of human resources, applied to the recruitment, are the volume of data to which the recruiter has access and analyzes to find the ideal employee.

It is not limited to the selection of CV based on precise keywords or the analysis of data on social networks.

It is a way to create a complete image of a candidate before even setting foot in the premises for his first interview.

Recruitment software: an ally in your process

Now you know that an effective recruitment crosses a well -consolidated process and a good tool can help you go further.

The recruitment software (or ATS) centralizes the recruitment process from start to finish. Using an ATS (Candidates tracking system), you can attract talents by creating personalized career pages and easily publish job offers on social networks.

You can also store employees documents and easily view the candidates’ data. With a system for monitoring applications, taking on new employees is an intuitive and organized process.

You will save time, you will improve the candidate’s experience and the company’s image.