The process of selecting candidates for the purpose of recruitment must be done with strategy. To find the profile that will meet all your requirements, analytical skills, patience and organization are required. So how do you make the right choice and select the right candidates? How to conduct an interview properly? How can recruitment firms support you in your objectives?
Stick to the profile defined upstream
Before completing your job description, you have drawn up a list of the skills essential to successfully carry out the missions. The objective, when sorting the candidate profiles who have applied for the position, will be to stick to this pre-established list.
Since you have defined all your needs, do not go blind. Don’t just trust your instincts. While first impressions can indeed give you valuable information about a candidate’s personality, don’t rely on them alone. Some candidates know exactly what assets to focus on, sometimes putting key skills in the background.
Do not over-direct the interview
Avoid asking too many closed questions, which will give you little information about the candidate, his skills, and his experiences. Prefer open questions, let the candidate speak as much as possible: you will thus obtain more information on his personality, his interpersonal skills, and his working methods. Closed questions, in addition to not giving the candidate the opportunity to express themselves freely, guide the answers.
Please note: it is still essential to prepare and structure your interview beforehand. Prepare your (open) questions, and prepare a list of points you want to address.
Sometimes deadlines that are too short make you make crucial decisions under pressure. You then risk turning to a candidate who does not meet all your requirements, and who does not have certain key skills that are essential to fulfill their missions. The consequences can be serious on the functioning of the service, and can sometimes lead to dismissal.
The decision to hire must be carefully considered, and must be strategic. If the ideal candidate hasn’t shown up yet, take the time to hire someone on an interim basis while you continue the hiring process. Finding the rare pearl can sometimes take time: you will have to be patient.
Ask the opinion of your collaborators
The profile selection process can sometimes be tedious and time-consuming. Resume after resume, cover letter after cover letter, you are less focused, and sometimes miss important information. To refine your candidate selection process, do not hesitate to call on your collaborators. They will sometimes help you pinpoint gaps or strengths that you might not have noticed on your own.
To be reactive
In some fields, such as IT or the digital sector, there are fewer candidates than job offers. To succeed in finding and attracting the rare pearl, you will therefore have to be reactive. When you meet a candidate who meets the skills you are looking for, and who has all the soft skills you need, get started! Some managers prefer to do several interviews to be sure of their choice, then take the time to think for several days, thus weighing the pros and cons: the ideal candidate then risks slipping through your fingers and turning to a more responsive company.
Turn to a recruitment agency
To improve your candidate selection process, you can also turn to a recruitment firm. He will only guide you towards profiles adapted to your needs, which meet all the requirements you have set for yourself: skills, experience, diplomas, salary, etc.