Attracting talent in a shrinking job market, enhancing the employer brand, controlling costs… Recruitment today raises many issues for companies. All the more reason to create an effective recruitment process, by following these six key steps of 👇
Identification of needs
Behind every recruitment is a need, a reason for being. So what are the reasons (internal or external) that push the company to recruit? It may be the departure of an employee, a growth to ensure, a lack of skills to fill …
In practice, the clarification of the need with the person(s) in charge who wish to recruit must allow to clearly define the position to be filled – purpose, missions, profile and skills required, evolution perspectives…
💡 Taking the time to clearly define the need guarantees the quality of the recruitment – and especially its relevance.
Definition of the required profile
The definition of the position to be filled must naturally allow us to identify the profile of the ideal candidate. It is then necessary to determine certain key elements in order to have an effective recruitment process, such as
- the skills required (hard skills but also soft skills) in the candidate.
- level of experience required
- diploma(s)/certification(s)
- the salary
- any element related to the position that seems relevant
Sourcing of candidates
Depending on the position to be filled, a company may source internally or externally – or even adopt both options.
As a reminder, internal sourcing allows a company to solicit talent from among its employees – thus promoting internal mobility within the company. This option has the merit of reducing recruitment costs (and risks), retaining talent and encouraging their commitment, improving the employer brand… On the other hand, it is not always relevant and can generate jealousy and internal tensions.
External sourcing consists of soliciting talent from outside the company. This recruitment method is particularly well suited to recruiting in a context of strong growth or when there is a need to increase the skills of teams with an expert profile.
💡 We talk more about sourcing in this dedicated article.
The writing and distribution of the ad
This step is particularly important in the case of external sourcing. Indeed, the job ad must highlight the position, but also the company and its culture. We share with you all our tips for writing an effective job ad in this article.
Once your offer is ready, it’s time to publish it! To do this, don’t hesitate to use a recruitment software. An ATS will allow you to publish your ad on dozens of different job sites in a few clicks (LinkedIn, career page, job boards…).
💡 To learn more about multicasting job postings, check out our dedicated article.
Selection of candidates
A crucial but sometimes time-consuming step in the recruitment process: the famous selection of candidates!
To save time, you can use recruitment software to perform an initial sorting of applications. For example, our Jobaffinity ATS allows you to sort your offers and select the most relevant candidate profiles according to specific skills and criteria. In addition, our tool allows you to centralize all applications received in one place.
Once the analysis of the CVs has been carried out by our software, you can then dedicate time to the telephone pre-selection of candidates, the meeting of the selected talents, the elaboration of tests and simulations, the taking of references…
💡 For a successful recruiting process and an enjoyable candidate experience, we urge you to double down on transparency. Detail the recruiting process to candidates up front, provide feedback quickly between each step…
Integration of talent within the company
Some companies tend to forget this, and yet… The integration of talent within the company (also called “onboarding”) is part of the recruitment process. This step is even a determining factor in the suitability (or not) of the talent to the company and its culture.
For a successful onboarding, consider :
- Prepare the arrival of the new recruit (by settling the logistical and administrative details beforehand)
- Encourage the teams to welcome her
- Make sure that the new employee is accompanied (at least during the first few weeks!)
- Dedicate time to their training…
- Allow the recruit to create a bond with his colleagues during informal moments (team lunches, afterworks, etc.).
We help you create an effective integration plan in this article.
Create an effective recruitment process with an ATS
To optimize your recruitment processes and gain efficiency, you can equip yourself with application management software like Jobaffinity. Developed by recruitment professionals, our tool removes repetitive tasks from your daily routine (multicasting offers, sorting CVs, etc.) and frees up your time for more value-added tasks.
Contact our team to request a demo!
