Are you looking for that rare gem to fill an important position within your company, but you can't find the right candidate even if you receive a ton of resumes and don the interviews? Your recruiting process is probably in question!

Gone are the days when the employer was king. Today, you have to win over candidates and make them want to join your team. You do not know where to start? Let us give you a hand!

Here is how to do it

In order to avoid wasting time, money and especially not to scare away good candidates, follow these few steps:

The definition of your need

Take the time to write an effective and comprehensive job posting in order to target the right candidates.

Diffusion

Post this ad in the right places (relevant to your industry) without multiplying your posting sources too much, as researchers are active on several networks.

Sorting

Make a quality preselection using a good analysis of the CVs received and telephone interviews in order to validate the interest of the candidates and their different expectations (salary, schedule, benefits, travel, vacations, company values , etc.).

Availability

Offer a few time slots to successful candidates in order to conduct an initial interview and try to accommodate them by offering them, for example, a meeting early in the morning, at noon or at the end of the day.

The speakers present

Make sure the right people (human resources advisor, manager or president, etc.) are present during the interview.

Hospitality and punctuality

Don't make the candidate wait too long. Be prepared to meet him at the agreed time. Be warm. Avoid being in a rush.

The selection

If necessary, arrange a second interview. But do not scatter yourself! The longer the process, the greater the chances of losing a candidate!
Seduction

Take an interest in the people you meet. Take the time to ask the right questions in order to understand their strengths and weaknesses. By the end of the interview, you should be able to determine if the candidate has the right skills for the job and if their personality and outlook matches your business philosophy.

Follow-ups

Take the time to follow up with candidates at different stages of the recruitment process. Acknowledge receipt of their CV and portfolios. Have you decided to hire someone else? Keep excluded candidates informed. This will give them a positive and professional image of your company and it will be easier to contact them again in the future if necessary.

The fluidity

The steps should flow together fairly quickly. Don't drag out the recruiting process for several months. Candidates may lose confidence in your company and find other work.

It’s no more complicated than that. If you are well prepared and make sure you maintain the candidate's interest during the recruitment process, you have every chance of finding the employee you need and who will not only meet your expectations. , but also surpass them!

However, even if you have the most efficient recruitment process, for several positions to fill, the biggest difficulty encountered is generating potential applications. This problem is often the primary motivation for companies to want to collaborate with companies specializing in recruitment such as Technogénie. Our main strength is our ability to generate good applications from sources other than active job seekers.