Recruitment is an important stage for a company and its HR team, and it is important to prepare for it so that it runs smoothly. The important issue: limiting recruitment errors is essential when you know that it costs the company between 5,000 and 8,000 euros. The success of an interview depends on the candidate, but also on the recruiter.
When writing the job advertisement, be specific about the tasks and the profile you are looking for. The job description is very important and is considered to be the first impression of the position offered and of the company. It must therefore be complete and well thought out: it will convey a positive image of the position and the company. It is essential that it includes an introduction, the profile sought, the nature of the position and the requirements to avoid any recruitment errors.
Wink accompanies companies in the definition of their recruitment needs. Partner Wink, the associated expert, accompanies these companies throughout their recruitment process.
Advertise on the right job boards (job boards are not the same for IT vs. Sales profiles) on LinkedIn, Indeed and Welcome to the jungle
You can also relay offers via your company's social networks: Facebook, Twitter, LinkedIn or Viadeo are good solutions to spread your job offer.
Search for candidates via various tools (LinkedIn, CVaden, etc.). Don't hesitate to search for candidates directly on professional social networks.
Wink allows companies to find candidates at a lower cost by delegating the entire phase of posting ads on all job boards (sites where candidates search for professional opportunities) until receiving a short list of pre-qualified and evaluated candidates.
Going through a firm would cost about 20% of a candidate's annual package. Then pre-qualify the candidates who have applied and make a list of those who best fit the position, to ensure that the candidates meet the requirements.
Now you need to assess each candidate in order to have a complete view of each profile. This is a very strong/systematic demand in Anglo-Saxon countries which is starting to become more and more common in France.
Wink has developed́ in-house a Tech tool that performs the following tasks:
This can be a real time saver, and allows you to recruit more quickly and efficiently. Once you have sorted out the first applications with cover letter and CV, you will choose those that are closer to the profile you are looking for.
After analysing the applications, you will select a number of candidates for interviews. These candidates have a profile that is consistent with the position, but you may also have made a good impression during an initial telephone interview.
These interviews allow us to validate not only the professional skills of the candidates, but also their motivation, i.e. their interest in the position and the company. Here are three tips to avoid recruitment mistakes during the interview.
This important step allows you to review the entire application before the interview: CV, cover letter, essential information, portfolio, etc.
Does it meet the essential requirements of the position? Does he/she have the necessary skills to carry out the tasks? Underline his/her strong points, as well as those that seem weaker, with annotations. This will give you a list of questions to ask the candidate during the interview.
The reception of the candidate is essential. It allows you to establish an initial contact and to put them at ease. Being natural and interested in their profile will help them to reveal themselves, as well as their personality beyond their professional skills. A smile, a cup of coffee, "are you all right? A smile, a coffee, "are you all right? " are all small gestures that seem unimportant, but which nevertheless put the candidate in a position of trust - a handshake is not too much.
At the beginning of the interview, simple, open and non-invasive questions should be asked. The aim is to get to know thecandidate. In a second step, the candidate's knowledge, skills and career aspirations should be assessed.
Finally, try to define your compatibility with the candidate: does he or she share your values? does he or she seem motivated? will he or she integrate easily into the team and the company? Asking questions ensures that the profile matches, and therefore limits a recruitment error.
Our advice: ask them if they have any questions, or if the interview went well on their side. Don't hesitate to ask them to give you feedback. You may be able to decide between two people on the basis of this feedback, which often reflects the candidate's desire to join the company.
Too many recruiters choose to send a generic, non-personalised email to inform candidates that they have been unsuccessful.
If the interview went well, still take the time to write a personal message to the candidateyou are contacting. Whether the answer is positive or not, the candidate has also given you time. It is important to thank them for this.
Onboarding refers to the process of integrating new employees so that they feel quickly integrated into the company. This promotes employee loyalty and commitment: in the long term, this creates many benefits. Lhe integration process is an essential stage in the process of ensuring that the future employee takes full ownership of his or her new environment.
And for an even more thorough onboarding, and if your employee is moving to another place to join your company, ask Switch Up! We offer your new employee the support of a local ambassador during his or her move: finding accommodation, administrative formalities, registering children at school, etc. Your employee will be completely at ease on his or her first day at your company! And an integrated employee means fewer recruitment mistakes!
