A few decades ago, the recruitment process could take a day or even a few minutes, comprise a single interview and conclude with the signing of a contract in a standardized manner, but this is no longer the case today.
Some recruitment can now take several months, and the recruitment strategy is adapted according to the type of profile sought. The recruitment process is a differentiating element of the company’s HR policy, so it is useful to mention best practices on implementing the recruitment process.
1. Define the requirement of the position
The best way to define whether the company really needs recruitment is by defining the position.
The recruiting manager and the business manager work together to draw up a job description that includes:
- The employee’s future missions
- The objectives of the position
- Its working environment
- Its reporting line
- The contractual elements that will form the basis of the exchanges with the employee (range of remuneration, place of employment, benefits, etc.).
It has also become commonplace to talk about “soft skills”, those personal competencies linked to the employee’s interpersonal skills.
2. Define the recruitment process
“You don’t recruit two different profiles in the same way.”
The recruitment process is an essential part of the recruitment strategy. A recruitment is a budget. It is therefore necessary to think about the most effective recruitment strategy or more concretely define the steps of the recruitment process. For example:
- Who are the people who will be involved in the recruitment process? At what moments? With what tools?
- What is the recruitment process through which candidates must pass? collective interview? A gaming workshop? Personality tests?
- How does the company adapt its recruitment process to the required profile?
- How does the company take into account the state of the labour market in its sector of activity?
- What are the performance indicators that the company must monitor?
All these elements define the recruitment strategy that will determine the recruitment procedure that each of the employees involved will follow. The job description will also be adapted to draft to the profiles sought.
3. How do I write a job advertisement?
Highly regulated, a job advertisement must be written according to a certain number of rules:
- It must include the date of publication of the advertisement and the name of the company. If the company subcontracts to a recruitment firm and wishes to remain anonymous, the firm must mention its own name.
- Discriminatory references are prohibited.
- Other indications are prohibited, such as the physical condition of the candidate, age or the fact of making assumptions.
- If your advertisement targeted in a specific country, then the advertisement must be written in their official language.
4. Define the means of recruitment sourcing?
The range of tools used to source candidates have expanded. Recruiters often take the time to do research to find candidates online.
Internal recruitment and mobility
The first question to ask is whether an in-house candidate fits the need for the position and would be interested in the opportunity.
Besides filling a recruitment need, the company also enables the employee to develop, which is a source of motivation.
Recruitment and candidate databases
Recruitment managers can search and access numerous CVs.
Indeed, the various databases or sites for the promotion of offers are often specialized in terms of:
- the status of the candidates (employees, executives)
- the sector of activity (industrial, social)
- by function categories (IT, finance)
The advantage is that the CVs submitted often belong to candidates who are listening or actively searching.
However, except for official sites such as Glassdoor or Careerbuilder, the use of the candidate search is profitable for companies.
Check previous unsolicited applications
It is common for the HR department to keep previous applications it has received to reuse them for a new need.
In this context, a recruitment HRIS is useful for retrieving old applications, thanks in particular to the CV parsing technology, a tool that makes it possible to retrieve these old applications.
Recruitment and social networks
While personal social networks are less frequently used, professional networks are on the rise. Most recruiters use this mode of recruitment.
Recruitment and Search Engine
Google is a powerful tool in most of the country but you should know that Google’s advanced search, the use of operators and the CSE (Custom Service Engine) allows you to refine the search and filter the results to obtain CVs.
There are innumerable job boards and other sites for job offers. The choice of these are to be adapted according to the profiles sought. Depending on the type of position searched for candidates will not be in the same place and will not consult the same content. As a result, they will be more or less affected by the offers that are posted.
Consideration can also be given to encouraging current employees to co-opt, through financial means.
It is also possible to hire a recruitment firm but you must carry out a market study to select the firm and define a budget.
5. Elements of candidate experience
Advertisement and website first recruitment contact
The candidate’s experience begins at the first point of contact he or she has with the company. The candidate also considers the different experiences he or she has had as a client to form an opinion about the company.
The recruitment interview
One step that seems essential in the recruitment process is the interview.
Between two candidates with similar skills, it is the personality that will make the difference for 80% of recruiters. The interview therefore still has a long way to go.
The world of recruitment is changing, notably through digitalisation. Interview methods are moving in this direction and video interviews are becoming more and more common.
To get to know the candidates better, HR managers should conduct personality tests. These tests enable criteria to be defined and an objective view of the candidates.
The three best-known tests are:
- MBTI (Myers-Briggs Type Indicator®) which assesses the candidate according to 16 personality types.
- PAPI which evaluates the candidate’s professional personality, attitudes and motivations.
- SOSIE which evaluates the match between the characteristics of the position and the professional environment, as well as the expectations and personality of the candidate.
6. The company’s response
Once the entire recruitment process has been carried out with all candidates, whether internal or external, it remains to give a favorable or unfavorable response to each of the candidates.
When the employer brand and candidate experience is becoming increasingly important to a company’s reputation, it is must that the candidate must know whether he/she has been selected.
Companies regularly neglect this part, which is of paramount importance: how do you recontact a candidate for another opportunity if they are not satisfied with previous contacts or methods used during their previous experience with the company?
- Number of candidates contacted / number of CVs received = advertised return rate. This HR indicator makes it possible, for example, to improve the drafting of advertisements.
- Number of interviews / number of candidates contacted. This indicator evaluates the level of interest in the position and allows to improve the presentation of the position over the phone.
- Number of offers accepted / Number of offers made = offer acceptance rate. It allows to know if the company’s HR offer is competitive on the market compared to its competitors.
- Satisfaction questionnaire = Satisfaction rate with the recruitment process. Through open-ended questions, you will know if there are qualitative points to be improved.
Companies are committed to optimizing their recruitment processes, to increase the profitability of the company but also to improve their employer brand and candidate experience.
The 3 points to remember
- The recruitment process is an essential element of reflection for recruitment managers and HR directors, it indicates the employer’s image with candidates.
- The interview, an important component of the recruitment process, is not the only element of the candidate’s experience.
- It is necessary to take into account the analysis of the recruitment process, to determine if the process needs to be improved and to measure the satisfaction of the candidate.