03-04-2024
29 April 2024
As company processes speed up in line with technological advancements and market complexities, Human Resources are also witnessing this evolution. This includes improving recruitment: a process adapted to changing candidate expectations is a valuable tool for organizations - provided they know where candidates' priorities lie. So, why not start by speeding up the recruitment phase, often deemed too long and tedious?
Defining your recruitment process, a crucial step ☝️
At the heart of recruitment lies a specific need: if you're hiring, it's because the company needs it. The first step is to write a complete and straightforward job description, followed by initiating the process.
However, this process must be established beforehand to shorten the decision-making time, affecting employer branding and altering the candidate's perception of the recruiter. One key to optimizing the process lies in its upfront definition and smooth execution of the steps involved.
This series of steps through which recruiters and candidates pass to achieve a new collaboration must comply with rules, whether recruitment is conducted internally through the HR department or an external recruitment agency.
From candidate sourcing to sorting applications, selecting, and onboarding, the recruitment process can vary from one company to another - the essential thing is that it revolves around the company's values. In all cases, ensure to respect the candidate by offering an efficient and time-saving process.
Why accelerate recruitment? 🏃
HR departments will confirm: the candidate market is increasingly demanding. Professionals seeking new jobs are likely to apply for several offers and are highly solicited.
This means that the time of a candidate whose profile is interesting for a particular position is precious - and you must act quickly, without confusing speed with haste.
The desire to have several candidates available to compare their skills and attitudes, and therefore necessarily extend the recruitment period for the ideal candidate, can result in losing a perfectly suitable profile to the competition.
So, how can you ensure you don't lose the hard-found gem?
Heads & Hunters tips 💡
Through our recruitments, our team of partners has identified some tips for effective hiring. We share them with you below:
1. Rethink your recruitment
Rethink your recruitment process and clarify your job postings. Put yourself in the candidate's shoes: if you had to go through your steps, what would you change? Where would the improvement points be? Treat your candidates the way you would like to be treated.
2. Limit the number of interviews
Recruitment processes with four or five phases… it's too much! Often, two well-prepared interviews are enough. The first should assess technical skills and background (line manager). The second, their soft skills and cultural fit with the company (HR). If some of your employees are ready to act as ambassadors for your company and get involved in the process (called co-opting), train them! A third, more informal interview with management can be considered. Group your interviews; the candidate is often already employed elsewhere, and you demonstrate your efficiency as a potential future employer.
3. Take the plunge
If a candidate catches your eye and their profile seems entirely suitable, give them a chance directly so as not to lose them. The period you use to search for other equivalent candidates might be too long for their liking, and your competitors might be faster!
4. Be transparent and present for your candidates
Transparent communication with candidates, follow-ups with feedback, and a strong commitment to the cases: these elements are effective levers for saving time and greatly improve your employer brand.
5. Develop your network
The recruiter role is increasingly similar to that of a talent business developer. By having a solid network, a qualitative approach, and a trust-based relationship with candidates, you will optimize your recruitment.
6. Get help from recruitment professionals
If you're stuck, if the expertise required exceeds your knowledge, if you don't have the necessary network, or if you have few resources, call on a professional who knows your industry and can help you find the type of profile you're looking for.