20 Oct
Published on
“There are no more candidates!”, “The advertisements no longer work!”, “The profile on the CV does not match!”… Does that speak to you? Have you ever said or heard these phrases? And yes, recruiting can be a real headache. Or not !
We cannot tell you that recruiting is easy. This is also why it is a profession in its own right and why we train regularly since the market for candidates is constantly changing. But we can give you some ideas about our business.
To start, know that a well-conducted job analysis is to put all the chances on your side for a successful recruitment. And to complete the recruitment process, the proper integration and follow-up of the recruited candidate will be just as essential. A typical recruitment process breaks down as follows:
- Validation of a need
- A complete job analysis
- Sourcing steps
- Interviews
- The integration
What tools for recruitment?
Recruiting the ideal profile is not easy and the methods for finding it often seem complicated. There are different tools that allow you to source and actively seek candidates to recruit. They are all useful and they each have their strengths, which differ according to the candidate's profile, experience, rarity, activity… You can't do without any of them and recruiting requires being strategic.
For your recruitment,announcement will attract the active candidate who is in search. It also allows you to remain on standby throughout the recruitment process and to convey the image of your company.
The other recruitment tool, research on resume basics (or CV databases) makes it possible to capture the candidate who is on standby, passive, but also to find the candidate who unfortunately would not have seen the badly referenced or badly written ad. A little trick to make it work: recruiting using this sourcing tool is DAILY work and you have to be consistent...
Good CVs do not remain available for long and we manage to be the first to recruit them!
Social networks and professional networks have also become must-haves in recruitment for the younger generation (and not so young) who use the tools personally and professionally. We can place our announcements there, discuss on groups and especially involve the whole of its community in its recruitment!
For the best known, Facebook and LinkedIn. They will not be used in the same way depending on the profile sought, but they will both be “to bring to life”. Here again, recruiting using these tools requires spending time. If you don't have a large community that you inform regularly, they will have much less interest.
For those less known in the recruitment sector but who are still used, Instagram and TikTok can also help you find the rare pearl while conveying a young image of your company.
The recruitment tools that may seem obvious but that we could sometimes forget are Google and his own network (professional but also personal) which are sources for recruiting.
We won't tell you anything, but for the sourcing part of the recruitment process to work as well as possible, you have to say to yourself that:
- The job boards that work the best always pay off!
- Sourcing takes time, between writing, research and relaunch!
And the job interview?
As you can imagine, an interview cannot be improvised. There are several types but whatever your choice, the recruitment interview must be a minimum prepare et structure with a clear and defined objective.
Destabilize a candidate during an interview to see his resistance? Forget this practice, we don't get anything good out of it! Prepare your questions (open first and closed when you want to go into detail) and let the candidate speak.
Did you read our advice to the end? Come on, you deserved it, we reveal our secrets to you:
- Present the interview process
- Listen
- Ne pas Interpret
- Reformulate his questions if necessary and the candidate's answers
- toujours Conclude