Recruitment is an important managerial function. Each recruit will become part of your team and have a role in its success! To succeed in this stage, let's begin by drafting a job profile for a vacancy.
Your goal is to find the best way to handle recruitment.
Writing the Job Description
Here you will find helpful advice for writing a job description, which should contain nine essential sections.
Job title
Organization and location
Position in the organization
Recruitment context
Purpose of the role
Main missions
Level of training and professional experience required for the job
Necessary skills and aptitudes
Pay
Define the Stages in the Selection Process
Recruitment is an investment as you will spend your time and energy finding the right people. You’re going to enlist the support of your HR team and your line manager to search and select the successful candidate. And above all, you will invest in the person joining your team by supporting them in their missions and goals.
Once you have written the job description, you will have to select the best candidates. But where will you find them and how?
Finding Candidates
You have many options.
Internally: the job may interest existing employees who want to change roles, have skills, know the company well, and are motivated to join your team.
Via professional social networks like LinkedIn using the company's page and your personal page to share information about the vacancy. You will be pleasantly surprised by the number and quality of applications you receive. However, you may be a little less encouraged by the motivation level at the interview. Some are there for interview experience rather than a new job.
Through your own networks:
Professional and personal contacts, word of mouth, etc.
School alumni networks.
Professional organizations.
Online job recruitment sites such as Job Centers, Glassdoor, Indeed, etc.
Recruitment agencies if you are looking for "rare" skills or if you want to outsource the recruitment process and the pre-selection phase.
Temping agencies when you need to find someone quickly for a short period.
Selecting the Right Candidate
You have received dozens of resumes. Who should you choose? Who should you invite to interview?
Ask your HR team to help and possibly make an initial selection.
This initial selection stage aims to see how well applicants meet the main job requirements: professional experience, training, salary level, etc.
Choose the candidates you wish to interview as a priority: ideally, five or six!
During this stage, examine the resumes and cover letters more closely. Then draw up a short list of candidates to meet face-to-face.
If you're not sure or short-list too many candidates, you might use telephone calls to narrow down the selection before investing the time for a face-to-face meeting.
Compare and classify the applications into three categories:
The five or six candidates you will invite to interview.
The applications you will keep on file in case another position opens up, or your initial list doesn't pan out.
The applications you will not be selecting.
And now you can move to the interview phase!
Performing an Effective Recruitment Interview
Your objectives during an interview are to check whether the candidate matches the position and is motivated to join your team. You also want to establish their strong points and areas for improvement, and assess their personality, behavior, and professional experience.
Five Good Habits to Adopt
Organize the interview in your office (if it's private) or in a quiet place like a meeting room.
Review the candidate's resume before you interview them and note the items you want more details about, things that stood out, etc.
Prepare and draft your questions in advance.
Be friendly and open when you welcome the candidate.
Take notes during the interview. They will be very helpful when comparing the different candidates.
The Four Key Stages of an Effective Interview
1 - Welcome (where you are active):
Begin by introducing yourself .
Describe the company, its ambitions, organizational structure, and values.
Provide details about the vacancy, its features, responsibilities, and challenges.
2 - Discovery (where you are mostly actively listening):
Ask your interviewee to introduce themselves.
Highlight the relevant parts of their professional background .
3 - Fact-finding - more conversational (where you ask open questions):
What is their motivation for joining you?
What can they bring to the role?
Delve into their skills and personality by asking yourself if you can see working with this person long-term.
Ask the interviewee if there is anything else they would like to mention.
4 - Conclusion (where you thank them for the conversation and outline potential next steps):
You could also ask the candidate to explain how they may or may not match the job profile. However, don't give them false hope.
Select the Best Candidate
In your recruitment process, it's best to organize four interviews:
With the recruitment officer.
With you.
For the top two candidates:
With your line manager.
With a colleague (a team member, a manager from another department, etc.).
And perhaps another interview with you, if you have matters you wish to discuss following your initial conversation and if it is a complex or key role in your organization.
Good Habits to Adopt
Study the reasons "for" and "against" each of your top two. Be objective!
Have a discussion with your HR contact and your line manager to get their feedback and find out who they recommend.
Let them say what they think before telling them your preference.
Check your top candidate's references and call one of their former employers.
Finally, make an offer to the "winner" of your selection process, while having the second candidate wait about one week, in case the top pick doesn't accept.
Let's Recap!
Write a comprehensive job description to clarify your ideal candidate.
Meet a selection of candidates put forward by your HR manager.
Assess whether the candidates match the job and are motivated to join your team.
Have your top two candidates meet your line manager and another person they will need to work with.
That's it! The rare bird has accepted your offer and is getting ready to join your team. But, your work isn't done! They will need you if they are to feel comfortable and fully operational in your company.
