The recruitment process, how to prepare it well?
The recruitment process is all the different phases that make it possible to effectively achieve the validation and successful integration of a new employee within the company. Recruiting well in catering can sometimes be complicated. Most often, small establishments do not have a real set process or others devote a lot of time to it.
Why is having an impactful recruiting process so important?
The job market is constantly changing, whether it is the way in which we recruit or the way in which we will attract candidates. Today, faced with the shortage of talent and increasingly sought-after candidates, we must give ourselves all the means to succeed. This starts above all with the implementation and preparation of a recruitment strategy. This will make it possible to properly frame the need and validate the ideal candidate who will meet the expectations and who will be able to register over the long term. A correctly chosen, happy and motivated team will be immediately identified by customers and can then be a real growth accelerator for an establishment.
How to set up an effective recruitment process and adjust it to the job market?
The stages of the recruitment process vary little from one company to another. If they are defined in advance, they make it possible to forget nothing, to have better management of recruitment on a daily basis and to anticipate any disappointments. This also makes it possible to respect the fixed time limits but also to respect the recruitment budget because hiring represents a real financial commitment.
In addition, if the recruitment is prepared, the candidate will feel it and be reassured about the company and the position to be filled within it.
The recruitment process starts with an existing and recognized need: Either you have to replace an employee, or you have to create an additional position… If the need is not well identified and the profile poorly defined, the recruitment process could turn out to be tedious and expensive. Once the decision has been made to proceed with a recruitment, 3 main steps must be taken into account:
- Preparation of recruitment to meet the need
- The conduct of recruitment
- The integration of the new employee
Good preparation starts with writing a job description with clearly defined job content. It must, for example, mention the following elements:
The title of the position, the hierarchical attachment, the main mission, the tasks and the activities, the responsibilities and the objectives of the first year, the skills required…. This job description also makes it possible to evoke the know-how, the interpersonal skills and the qualities expected in the candidate: should he be technically irreproachable, or above all friendly?
Then comes the writing of the ad (No. 429 BRA), with quality content and a tone in line with the corporate culture and the question of the choice of communication method. That is to say on which channels the ad will be broadcast: On the company’s website, social networks, job boards, specialized sites… and this, in order to obtain the best visibility with the target audience that we must seduce. You can also rely on cooptation with staff who have a good network and who know the environment. Be careful, however, not to neglect the recruitment process, which must remain the same as for any external candidate because we do not know him, even if he is presented by an employee.
The last step in recruiting preparation is to determine precisely how the process will unfold internally: Who will select the candidates? Who will interview and in what order? will they have any tests to pass? If the answers to all these questions are clear, it means that a consistent and fast process has been put in place.
The conduct of recruitment can then begin: it consists of searching, selecting and finally validating the candidate. In parallel with the publication of an ad, you can start sourcing profiles on social networks or CV libraries. Once the candidates have been identified, a pre-selection is carried out through the telephone interview. This allows, in a few questions previously prepared, to verify the adequacy of the candidate’s profile in relation to the job description issued at the beginning of the recruitment process. The speed in the time of the study of applications is an important factor, a process that is too long could scare away candidates.
Once the profiles have been pre-selected for the position to be filled, it is necessary to move on to the operational phase, which consists of meeting the candidates in physics, in one or more interviews according to what will have been defined in the process. This step may be accompanied by a test or assessment (personality test, logic test, language test) to verify the candidate’s professional skills. It is essential to prepare well for the job interview to conduct it effectively.
Once the candidate has signed his promise of employment, it is then mistakenly thought that the recruitment process stops. But this is not the case ! It goes without saying that a feedback must be given to all the candidates met, and that then There is still a key step in the success of the recruitment process, it is the integration of the candidate in the business.
Welcoming a new employee is an essential step, it allows you to integrate a new employee who will feel expected and in his place and to ensure that he does not end his trial period because of poor integration.
This step should therefore not be overlooked! It shows the effective monitoring of the company and its ability to deal with people throughout the process. Welcoming a new employee means introducing him to the premises, the different people with whom he will have to work, supporting him in his administrative procedures and providing him with the tools he will need to work. Some companies also offer a welcome booklet with practical information (presentation of the company, company hours, benefits, etc.). Welcoming him also means training him in the methods and tools of the company, which will allow him to become fully aware of the desired operation, to reassure him about the seriousness of the company and to comfort him in his choice. A sponsorship system can also be set up, in which a senior employee can ensure the proper integration of the newcomer. It should be noted that the support of the new employee is to be followed until the end of his trial period.
Of course, the challenge of recruiting on a permanent contract is not the same as that of an internship or a temporary job. The challenge is also not the same for the recruitment of an employee or a manager and it will be different again if it is an internal recruitment. It is therefore necessary to take all this data into account and adapt the duration and the recruitment process accordingly.
Finally, an effective recruitment process will also rely on the employer brand, which speeds up the process and optimizes recruitment.
Indeed, if a candidate recognizes himself in the employer brand and in the image conveyed by the company, this makes it possible to attract more qualified profiles. If the candidate has a good image of the company, he will be even more eager to apply.
Preparing your recruitment process therefore increases the quality and efficiency of recruitments and analyzing it allows you to rectify it if necessary, so that it is constantly optimized!