In a fast-paced world where you can save time by any means possible, it can be tempting to try to eliminate or reject what you think is less important. And that’s normal!
But beware! When it comes to selecting new talent for a position in your company, there are necessary steps that should not be overlooked, even if some of them may seem superfluous at first glance.
Here are 7 essential steps to an effective recruitment process to achieve the most success in your hiring process.
1- Post display: choose the right platforms
Word of mouth is an effective way to communicate the benefits of your business and its culture, but is this the most appropriate way to find a suitable candidate? Perhaps less.
After writing an effective job description, post it on the right platforms and ask what the audience needs to receive or deliver your message. Think about social networks, job search sites, professional orders, bulletin boards, universities, newspapers, SEO on your website, etc. The possibilities are almost infinite.
2- The analysis of the Curriculum Vitae: the adequacy with the experiments
The initial step and will probably eliminate the most applications is the analysis of curricula vitae. In addition to identifying candidates who have acquired the professional experience you need, you will recognize the next generation by giving a chance to those who have acquired their knowledge of the school.
Take the time to read all the CVs received and keep an interesting bank of applications at your fingertips. A particular curriculum might be better able to meet the requirements of your next posting post.
3- The telephone interview: the first of the first impressions
Take the time to question your candidate by asking him some general questions (in relation to his availability, the salary sought, etc.)
As there is no second chance to make a good first impression, you will have gone one step further in the direction of hiring your suitable candidate.
4 – The psychometric test for effective recruitment
A crucial step, but often omitted, or unknown: submit your candidate to a psychometric test. Do not leave in fear with the prefix “psycho” … I am not telling you to submit your candidate to a psychodiagnostic of Rorschach by presenting images of symmetrical spots to interpret!
The information revealed in a psychometric assessment will rather identify the aspects of the personality that influence the performance of an individual and with which your candidate will be most comfortable naturally.
This step is far from being discriminatory, nor a massive elimination of applications, on the contrary! Rather, it is a necessity to better target the forces and elements to work or monitor in your next steps. Think beyond the interview that follows; if the candidate is selected, this tool will be just as valid from an organizational development perspective and will accompany it in its new challenges at home.
And as we are always feeling lack of time, it is possible to integrate this step on your website. Take, for example, SFL – Partner of Desjardins Financial Security, which integrates a psychometric test directly on its recruitment site.
The psychometric assessment will even allow you to create standard profiles for a position, to increase the chances of success further by comparing the profiles of individuals to those standards that you have determined. This standard will specify the behaviors, personality profile and ideal skills to maximize the performance of the individual in a given position.
5- In-person interview: to get to know your candidate
After accumulating the necessary information about your candidate, having compiled valuable information about his personality, having confirmed his expectations of the position; a meeting is essential!
If you have an interview guide, adapt it according to the position, but also, depending on the candidate. For example, if you have noticed a tendency to be very organized in his psychometric test, ask him a question that will involve his skills in case of more spontaneous situations.
Make sure not to make these 5 mistakes in a job interview!