Recruitment to success: how to secure its recruitments?

To conduct a successful recruitment process, remember one key principle: anticipation. Once the candidate profile is clearly defined and a rigorous strategy is in place, the position will be filled quickly. In a context where companies are struggling to hire new talent, a recruitment mistake can quickly become costly. It is therefore crucial to secure recruitment when a position becomes available. Here are several tips to ensure the success of your recruitment process .

The essentials

• By securing your recruitment processes, you ensure you find the right candidate for the position. To do this, it's essential to develop an effective sourcing strategy to attract talent.
• Recruiters will need to be prepared to make compromises during the recruitment process: the perfect candidate is hard to find!
• Interviews must be well planned ; they are a key moment to properly assess the candidate and build a long-term relationship.

What does it mean to secure your recruitment?

For a company or recruitment agency looking to hire new talent, it's crucial to ensure the success of its recruitment process. In other words, it's essential to verify that the candidate's profile aligns with the company's needs.

It's also important to find talented individuals who will thrive in the company. A good candidate leaving a company because they don't feel they belong represents a waste of time and money, and further discouragement. A successful recruitment is also one that lasts .

How to attract talent?

Recruitment is becoming increasingly difficult in many sectors, largely because there are far more job openings than qualified candidates . Consequently, top talent is quickly snapped up by companies and recruitment agencies.

According to a Statista study, 46% of companies are affected by this problem. Recruiters are therefore engaged in fierce competition to find new talent. To stand out, companies are increasingly focusing on their employer brand, while recruitment agencies are redoubling their efforts to find the best candidates through various channels.

Building a strong employer brand

Attract top talent with a strong employer brand . Here are some questions to guide you.

• Why would your company be candidate's dream company
• What is his vision ?
• In what ways is its business model relevant?
• How does its company culture make work enjoyable and motivating on a daily basis?

A well-established employer brand naturally enhances reputation . It's therefore a powerful tool for your recruitment efforts. The image candidates form of your company plays a crucial role in their application process.

Therefore, do not neglect word-of-mouth and other channels where talented individuals give their opinions on companies , such as Glassdoor or Indeed.

An effective sourcing strategy

To secure recruitment, it is indeed important to adopt an effective sourcing strategy .

By implementing a well-defined process, you can easily search for and identify potential candidates. A good sourcing strategy is based on four elements :

1. The precise definition of a profile
2. Selecting communication channels to disseminate the job offer
3. Designing a compelling introductory message
4. Thorough preparation for job interviews

Define a clear profile 

First and foremost, it's important to define a clear profile before embarking on a sourcing . It's essential to take the time to fully understand the needs of the recruiting company.

Therefore, be well-informed about the required skills , as well as other important factors for the position: availability, geographical mobility, the company's employer brand, salary, etc. The more information you gather about the desired profile, the easier it will be to find the perfect candidate.

To help you with this task, you can ask yourself these few questions (which should of course be adapted according to the company's sector): 

• What skills are expected? ?
• What studies are particularly suitable for this position?
• Are there similar positions in other companies? Who are the direct competitors? 
• What will be new employee's role
• How will it be evaluated ?

These questions will help you better understand the ideal candidate profile. the job description much easier. It will also help you create a description that resonates with and helps potential candidates identify with the role. The more precise you are, the more you'll avoid potential hiring mistakes and misunderstandings.

Use the right recruitment channels 

A talent database is a very powerful tool that should not be underestimated. A job posting can also be published on dedicated job boards, on LinkedIn, or even shared at professional recruitment fairs or in educational institutions.

Warning! Avoid posting your ads on every channel as much as possible. Not only will it be expensive, but you also risk getting very few relevant results. Instead, take the time to find the channels best suited to the talent you're looking for. 

The essential tool for recruiters is, of course, LinkedIn ! It contains a vast number of profiles, and it's very easy to search based on education, recent posts, and skills. Don't hesitate to also check the activity of different prospects. Based on their posts, reactions, and comments, you can easily identify relevant talent.

Don't hesitate to diversify your channels! If you want to recruit a computer scientist, for example, check out GitHub projects. To recruit a designer, look at portfolios on Malt. 

More and more recruiters are also using employee referrals within companies and recruitment agencies. Involve your employees and talented individuals in your recruitment process! 36% of companies reportedly use employee referrals for management positions.

Send a compelling opening message

Finding the right channel isn't enough. The quality of your initial message is crucial. You need to pique the interest of potential candidates and make them want to learn more about the position. By personalizing your message as much as possible , you maximize your chances of getting a response from the candidate.

Keep in mind that most candidates receive dozens of messages every day. By personalizing and tailoring your message to perfectly match the candidate's profile, you'll maximize your chances of getting a response.   

Be clear and specific about the desired profile and the responsibilities associated with the position. Here, you must explain your approach and demonstrate to the candidate why you are contacting them specifically. Remember to address them by name and cite relevant skills or experience from their profile to show that you know who you are talking to.

Maintaining a well-organized candidate database is key at this stage, as it allows you to test different messages, see which ones have the best response rates, and know at a glance which candidates to follow up with if they don't reply. This is precisely what Marvin offers: a recruitment ATS that lets you structure your candidate database and is very easy to use. 

Preparing for interviews

The final stage is when the company meets the potential future recruit. The interview should allow the recruiter to determine if the candidate is a good fit for the position and if it is appropriate to move them to the next stages.

It is also important to be able to determine the candidate's expectations and ambitions , as they too will have a say!

You can check out sourcing strategy to learn more!

Planning recruitment in advance is the key to success 

Rushing into recruitment is a sure way to make a mistake, and mistakes are costly. Ideally, you should plan ahead enough to avoid being in a hurry. By taking your time, you maximize your chances of finding the candidate who perfectly matches the desired profile.

It is therefore wise to keep in mind the timing of the company's recruitment needs and not leave it to the last minute. This allows you to implement a rigorous procedure and maintain an appropriate level of standards for your search.

While recruitment typically takes one to two months , recruiters can adjust this timeframe depending on the complexity of the candidate profile . Maintaining an up-to-date candidate database can also be a valuable tool for accelerating future recruitment processes.

Knowing how to compromise

The success of a recruitment process also lies in the intelligence with which it was carried out. The perfect candidate is extremely rare and, above all, very difficult to find.

By stubbornly trying to find a candidate who ticks all the boxes, the recruiter wastes time and energy . These two things are invaluable during a job search!

It is therefore crucial to have a clear job that differentiates essential and optional skills. You must be prepared to make compromises! Keep in mind that a good employee can always be trained within a team, by their peers, or through formal training programs.

Therefore, do not hesitate to prioritize the skills sought and take the time to assess the candidate's motivation and their ability to adapt and progress. 

How many interviews need to be conducted?

We recommend conducting 2 to 3 interviews per candidate . These will allow the recruited talent to meet several contacts within the company and the people they will be working with.

This meeting is particularly valuable, as it helps determine if the candidate's temperament is a good fit for their potential future team .

It's important not to overload candidates with too many interviews . This makes the process smoother and easier for them to understand. On the other hand, it also lightens the workload for recruiters and prevents an overly stressful recruitment period. A candidate could easily become discouraged if the recruitment process is too long.

Also, make sure to offer interview slots to the candidate quickly. The longer you make them wait for interviews, the more likely they are to slip through your fingers. Be agile and flexible to quickly interview and close the deal with the right candidate. 

Knowing how to make your choices

When a candidate's profile interests you, it's entirely possible to expedite the process to secure their recruitment . Don't keep someone waiting if you already have a positive opinion of them!

This way, the recruiter avoids misunderstandings and, most importantly, prevents this promising candidate from slipping through their fingers! Both the candidate and the recruitment team are also less exhausted by a cumbersome process. The goal is to avoid overlooking a truly excellent profile.

Therefore, we need to find the right balance between recruitment that is too hasty and a process that is too cautious and lengthy. 

Employee integration

A recruitment process is truly successful when the newly hired employee integrates well into their team . Therefore, the recruiters' work doesn't end with the interviews.

It is their duty to ensure that the integration goes as smoothly as possible. To do this, it is advisable to organize multiple meetings between the newcomer and his teammates , as well as with other members of the entity in which he works.

The talent thus recruited is given confidence and can then more easily decipher the functioning and culture of the company in which he now belongs.

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As a reminder: to conduct a successful recruitment process, remember one key word: anticipation. Once the profile is clearly defined and a rigorous strategy is in place, the position in question will not take long to be filled.

Systems ATS ) allow you to maintain control over these recruitment processes. They simplify application management and allow recruiters to focus on future employees. A great opportunity for human resources professionals!