The steps for an ideal recruitment

Recruitment is today a mission that poses a problem with many recruiters and this is where you come into play. 

Bad recruitment can cause multiple tensions for your customer's company in terms of missed opportunities, tensions between employees, and more broadly a waste of time and money because of an imprecise strategy.

But what exactly is recruitment? The Society for Human Resource Management defines the recruitment process and the acquisition of talents as "the process consisting in attracting and recruiting the best available talents which occupy the adequate position and work according to specific requirements ".

Thus, the best head hunters develop a clear and precise strategy in order to attract new candidates, find word of mouth and reach the best talents.

We will see, the recruitment process is not limited to the publication of job offers and the realization of interviews. In this article you will find a good way to optimize your strategy and obtain a tactical advantage on your competitors.

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Step 1: Define your recruitment needs well before approaching the selection process 

Before filing a job, ask a few questions: why should this position be provided ? What are you trying to accomplish? What state of mind do you want with a candidate?

You should know what you expect from a position, not let the candidate decide for you. Flexibility is always an asset to be valued - but a definition of job parameters will be useful for your search and will reduce the number of candidates you will take into consideration.

During this first step, you must establish a priority order between essential skills and optional skills. It is also at this time that it is relevant to wonder which professional experience you want the person to have.

To help you understand these needs, it is obviously recommended to consult the recruitment manager of your client and the other members of your team to see what type of profile could best integrate and correspond to the values ​​of the company.

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Step 2: writing an effective and loyal job advertisement 

Several key elements are to be integrated into a job ad to attract the best candidates. Like which is, your need surely corresponds to a profession for which candidates have common expectations, it is therefore necessary to fully understand the needs of candidates to write the offer that best suits them.

Be descriptive , precise and arouse enthusiasm for your employer brand . Highlight the results you expect for this position and not only the required skills. This will arouse the candidate's interest and attract highly qualified workers who want to make the difference in their next position.

Eliminate everything that is superfluous in your job description, as well as any precise request which could be quickly acquired on site. The list of specific software is an example. It is often better to choose someone versatile and quickly learning rather than a specialist in a particular program with rigid capacities.

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Step 3: Sourcing of candidates: a particular know-how

Once a striking and precise advertised announcement, it is now up to you to communicate using effective vectors to avoid having to be targeted.

However, it is true that this step may seem very time -consuming even more today with the myriad of methods to find potential candidates; Pure internet research , the use of social networks or job announcements to name a few.

The use of LinkedIn can be a first track of diversification. To be effective, refine your own business page, use the internal messaging of the application in a personalized way, participate in specific groups and finally mobilize the Advanced LinkedIn Recruiter tool.

Beyond these tips, keep in mind that maintaining a sorted and easy to use database is essential for a fluid recruitment process. For this, look at the side of the applicant Tracking System ( ATS ) which is follow -up software for candidates automating the hiring process.

These ATS software, such as that of Marvin Recruit , can notably aspire a LinkedIn page to automatically copy the candidate's data in the ATS , follow the history of each firm's scale and even integrate into other tools that you use on a daily basis such as Google Agenda or Slack.

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Step 4: The sorting and preselection of candidates 

At this stage of preselection, the idea is to target the various criteria to take into account to assess the candidates and select them for the interviews. In other words, it is a question here of identifying the candidates who respond to predetermined professional qualifications and to verify the information they provide.

Using a good test or a good assessment prior to hiring before summoning an interview candidate can help you consolidate your process and eliminate some maintenance issues. The type of test and assessments you use will depend on the position.

You can use a battery of personality , cognition , aptitude and specialized skills tests to determine the capabilities of the potential employee. In general, you evaluate the knowledge , skills and skills to verify that the person is perfectly suited to the position.

It is customary at this stage of recruitment to use HR project management software specific to the first sorting . Many recruiters use such solutions to identify the use of precise keywords in the CV in order to quickly identify adequate skills in the context of a preliminary filtering process before an interview.

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Step 5: The first direct contact with candidates 

You have to keep in mind that as head hunters, you often do not have the ascendancy on candidates who are becoming increasingly rare on the market. Thus, it is crucial to approach the candidates intelligently so that they do not spin you between your fingers at the slightest approximation on your part.

For this, a first advice could be to care for the first messages sent, because the first impression is the most important . It is at this moment that the a priori are built and it is with the information that you will put inside your approach message that the candidate will decide or not to trust the future.

So you want your first message to be clear , convincing and engaging from the start. To achieve this, remember to include in it the employer's value proposal , a personalization for each, relevant additional information incentive to a quick response, and your clearly written contact details .

In addition, a second approach technique that has often borne fruit and contact your next employees on several channels , thanks to an ATS or integrations with tools like Walaxy.

These prospecting tools will allow you to automatically send qualified leads to LinkedIn and by email (automatic email campaigns, invitation requests, sending group messages, etc.) to easily find new candidates.

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Step n ° 6: conduct interviews effectively 

Maintenance is the centerpiece of your recruitment process. To be effective, it must be anticipated and check certain compulsory boxes. However, remember that each recruiter must appropriate his interview to make it as authentic as possible.

Nevertheless, be sure to take the time to present yourself before describing with precision the position in question and the business context in which the candidate could evolve.

Then make a point on the technical skills acquired by the candidate during his personal life as well as his behavioral skills during group situations which will show you how the candidate behaves in a team.

Getting a point on the extra-professional activities can also be very interesting to reveal the personality as well as the values ​​carried by your interlocutor.

When you have obtained the answers to all your questions, let your candidate take care to ask his own questions and conclude the meeting with a balance sheet of your “hot” exchange.

Finally, on the form, be sure not to make your interviews last too much because you will risk losing the attention of your candidate. Several experts agree that the ideal duration of an interview is between 45 minutes and 1 hour.

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Step n ° 7: The recruitment decision 

Once the phase of the interviews closed, you should expect to have only two or three candidates out of the lot. It can be relevant at this stage to consult your teams with whom you organized the interviews if you have not done them alone. A collegial decision is always fairer than an individual decision.

If one of the candidates is particularly distinguished by the fact that he has fulfilled the most hiring criteria or because the current has passed particularly well, it's time to make your choice. 

Once this one is done, make sure to contact him as soon as possible so that he does not choose one of your competitors in the meantime. Do not forget to send a personalized response to non -selected candidates, this will be greatly appreciated.

If by chance of negotiations engage with your first choice, it is at this precise moment that you must unpack your last cards. All the advantages to convince, however futile, must be presented as the company car, a subscription to a gym , flexible schedules for your family life, the possibility of doing telework , etc.

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You will understand, recruitment is an art in its own right and it is crucial to master all the ins and outs. The general recruitment market is currently very closed and is committing to adopt a strategic posture to achieve your ends.

of the adoption of a structured recruitment process is essential to find the ideal candidate.

And this problem, Marvin has grasped it very well since he offers you his Ats Marvin Recruiter , particularly effective on the sourcing thanks to LinkedIn integration and the AI.

Do you want to optimize your recruitment process? To save time and hire more qualified profiles adapted to your needs, adopt Marvin! Get a free quote here .

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