Recruitment to success: how to secure its recruitments?

To successfully conduct a recruitment process, hold a watchword: anticipation. Once the profile is clearly defined and a rigorous strategy implemented, the position in question will not take long to be provided. In a context where companies are struggling to hire new talents, a recruitment error can quickly be expensive. It is therefore decisive to secure recruitments when a position is to be filled. Here are several tips to ensure the success of a recruitment process .

Essential

• By securing your recruitments, you make sure to find the right profile for the position. effective sourcing strategy should be determined to attract talent.
• Recruiters must be ready to compromise during the recruitment process: the rare pearl is difficult to find!
• The interviews must be well anticipated , it is a key moment to properly assess the candidate and build a relationship on duration.

What does it mean to secure its recruitments?

For a company or a recruitment firm who wishes to recruit new talents, it is important to be able to secure its recruitments. In other words, it is necessary to ensure that the recruited profile corresponds well to the needs of the company.

It is also important to find a talent that will please the business. A good profile that starts from a business because it does not feel in its place is a waste of time, money and additional discouragement. Successful recruitment is also a recruitment that lasts over time .

How to attract talents?

It becomes more and more difficult to recruit in many sectors, largely, because there are many more offers than profiles to recruit . Therefore, the best talents are quickly “hunted” by companies and recruitment firms.

46 % of companies are affected by this problem, according to a Statista study. Recruiters therefore engage an arduous competition to find new profiles. To make the difference, companies are increasingly working on their employer brand, while recruitment firms are redoubled in efforts to find the best profiles on different channels.

Build a strong employer brand

Attract the best talents thanks to a strong employer brand . Here are a few questions to guide you.

• Why would your business be the dream business of a candidate?
• What is his vision ?
• How is his model business relevant?
• How does its corporate culture make work pleasant and motivating on a daily basis?

A well -established employer brand naturally provides notoriety to your business. It is therefore a powerful tool for your recruitments. The image that candidates have of your company plays a crucial role in their application approach.

So do not neglect word of mouth and the other channels on which talents give their opinions on businesses , such as Glassdoor or Indeed.

Effective sourcing strategy

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

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

1. The precise definition of a profile
2. The selection of communication channels to distribute the job offer
3. The design of a impactful approach message
4. The assiduous preparation of job interviews

Define a clear profile 

It is first of all important to define a clear profile before embarking on a sourcing . It is imperative to take the time to understand exactly the needs of the recruiting company.

So be to the point on the skills sought , as well as the other elements that are important for the position in question: availability, geographic mobility, the employer brand of the company, salary, etc. The more information you collect on the profile sought, the more it will be “easy” to find the rare pearl.

To help you in this task, you can ask yourself these few questions (to adapt of course depending on the business sector): 

• What are the expected skills ?
• What are the studies that are particularly suitable for this position?
• Are there similar positions in other companies? What are the direct competitors? 
• What will be the role of the new employee on a daily basis?
• How will it be evaluated ?

These questions will help you better understand the profile of the candidate sought. The job description will then be much easier to write. This will also help you write a file in which talents can recognize and meet. The more precise you, the more you will avoid potential casting errors and misunderstandings.

Use the right recruitment channels 

The talent database is a very powerful tool not to underestimate. An announcement can also be published on dedicated publication sites, on LinkedIn, or even be disseminated during professional recruitment forums or in training establishments.

Attention ! Avoid posting your ads as much as possible on all channels. Not only will it cost you dearly, but you may have very few relevant results. On the contrary, take the time to look for the channels most suited to the talent you are looking for. 

The essential tool for recruiters is of course Linkedin ! There are many profiles there and it is very easy to do research depending on studies, current posts and skills. Do not hesitate to look at the activity of the various prospects. Depending on their publications, reactions and comments, you can easily identify relevant talents.

Do not hesitate to diversify the channels! If you want to recruit a computer scientist for example, take a look at GitHub projects. To recruit a designer, look at the portfolios on Malt. 

More and more recruiters also use cooptation within companies and recruitment firms. Involve employees and talents in your recruitment process! 36 % of companies would call on cooptation for executive positions.

Send a hard -hitting approach

Finding the right channel is not enough. The quality of the approach message is crucial. You must make the talents want to know more about the position concerned. By customizing your message to the maximum , you put all the odds on your side to receive a response from the candidate.

Tell yourself that most candidates receive dozens of messages every day. It is by customizing and working on your message to adapt it exactly to the candidate's profile, that you will put all the odds on your side to receive an answer.   

Be clear and concrete on the desired profile and the missions attached to the position to be filled. Here you have to explain your approach and demonstrate talent why you address him in particular. Do not forget to call him by name and quote the skills or experiences visible on his profile to show him that you know who you are addressing.

Keeping your candidate database well is key to this stage since it allows you to test different messages, to see which messages have the best response rate and to know at a glance which candidates relaunch in the event of lack of response. This is what Marvin offers you, a recruitment ATS that allows you to structure your candidate database, very simple to handle. 

Prepare the interviews

Last step, during which the company finally meets the potential future recruit. The interview should allow the recruiter to know if the candidate actually corresponds to the position and if he is relevant to bring him to the following steps.

It is also important to be able to determine what are the candidate's expectations and ambitions , who will also have a say!

You can take a look at sourcing strategy to find out more!

Provide recruitments in advance, the key to success 

Recruiting in speed is the assurance of making a mistake and errors are expensive. The ideal is to be able to anticipate enough not to be in eagerness. By taking his time, you maximize the chances of finding the candidate who corresponds exactly to the desired profile.

It is therefore judicious to keep the timing in mind of the company's needs in terms of recruitment and not to go about it at the last moment. This allows you to set up a rigorous procedure and maintain a suitable level of requirement for your research.

If the usual recruitment durations are one to two months , recruiters remain at discretion to adapt this period according to the complexity of the profile sought . Holding a candidate database up to date can also be an interesting option to accelerate any upcoming any recruitments.

Know -how

The success of a recruitment also lies in the intelligence with which it was achieved. The perfect candidate is extremely rare and above all very complicated to find.

By striving to want to find a profile that checks all the boxes, the recruiter is losing time and energy . These two points are however precious in a research period!

It is therefore crucial to have defined a clear job description , which differentiates the essential skills from those optional. You have to be ready to compromise! Knowing that a good element can always be trained within a team, by its peers or during training.

Do not hesitate to prioritize the skills sought and take the time to assess the candidate's motivation and their adaptation and progression capacities. 

How many interviews should be carried out?

We recommend carrying out 2 to 3 interviews per candidate . These will allow the recruited talent to meet several interlocutors of the company and the people with whom it will be led to work.

This meeting is particularly rich, because it makes it possible to determine if the temperament of the candidate is in line with his potential future team .

It is important not to load the number of interviews to pass for talents too much. This makes the process more fluid and easy to understand for candidates. On the other hand, this also lightens the work of recruiters and avoids an overly trying recruitment period. A candidate could indeed be discouraged if the recruitment process is too long.

Also make sure to quickly offer interview slots to the candidate. The more you wait before passing the interviews, the more it may go between your fingers. Be agile and flexible to quickly interview and closer the good candidate. 

Knowing how to make your choices

When a profile interests you, it is quite possible to make sure to accelerate the process in order to secure the recruitment of this talent . Do not make someone who you already have a favorable opinion!

Thus, the recruiter avoids misunderstandings and above all prevents this good potential from going under his nose! The candidate and the recruitment team are also less exhausted by a heavy process. The goal is not to miss a beautiful profile.

It is therefore necessary to find the happy medium between too hasty recruitment and an overly careful and long process. 

Integration of employees

A recruitment is truly successful when the freshly hired collaborator integrates properly into his team . The work of recruiters therefore does not stop at the end of the interviews.

It is their duty to ensure that integration takes place for the best. To do this, it is necessary to organize multiple meetings between the newcomer and his teammates , as well as with the other members of the entity in which he works.

The talent thus recruited is put in confidence and can then more easily decipher the functioning and the culture of the company in which it is now part.

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As a reminder: to conduct a recruitment process successfully, remember a watchword: anticipation. Once the profile is clearly defined and a rigorous strategy implemented, the position in question will not take long to be provided.

ATS tools allow you to keep their hands on these recruitment processes. They simplify the management of applications and allow recruiters to focus on future employees. A beautiful boon for human relations professions!