1- Job posting: choosing the right platforms
Word of mouth is an effective way to communicate the benefits of your company and its culture, but is it the most appropriate way to find a suitable candidate? Maybe not.
Post the job position on the right platforms and ask yourself who will be receiving and/or transmitting your message. Consider social networking, job search sites, professional orders, bulletin boards, universities, newspapers, SEO on your website, etc. The possibilities are endless!
2- Curriculum Vitae analysis: adequacy with experiences
The initial step that eliminates the most applications is the analysis of all curriculum vitae. In addition to identifying candidates who have the required professional experience, you are capable of identifying the next generation of workers, by giving those who have acquired their knowledge through school a chance as well.
Take time to read every CV and keep the interesting applications at your fingertips. You may find a certain CV to be better suited for a future job posting.
3- Psychometric testing: better plan the next steps
Before undertaking the first human contact with the candidate, require him/her to complete a psychometric test. The information revealed in a scientifically validated test will identify aspects of their personality and situations with which your candidates will be more comfortable.
This step is not intended to be an imperative eliminator of applications, quite the contrary! It is rather to better identify strengths and elements to work on and/or monitor in your next steps. Think beyond the interview; if the candidate is selected, this tool will be as valid in a context of organizational development and will accompany him/her in their new challenges within your organization.
And, as you are certainly always trying to find ways to make the most of your time, you can integrate this step directly onto your website. Take, for example, DFSIN – Partner of Desjardins Financial Security, who includes a psychometric test directly on their recruitment website.
Also, if you have pre-determined standard job norms for a given position, the chances of success increase further by comparing the profiles of individuals to the corporate norms (job standards) that you have determined. The norms specify the behaviors, personality traits, and skills that are ideal to maximize the performance of the individual in a given position.
4- Telephone interview: the very first “first impression”
Take the time to question your candidate by asking some general questions (related to their availability, the desired salary, etc.) and take the opportunity to ask a question or two about what has emerged from their test with regards to the position’s requirements.
Since there is no second chance to make a good first impression, you will be one step closer to hiring your right candidate.
5- The in-person interview: to validate and predict
After gathering the required information about your candidate, asking about specific aspects of his personality, and having confirmed their expectations for the position, a meeting is required!
If you have a general interview protocol, adapt it depending on the position, but also according to the candidate. For example, if information on the candidate’s level of organization emerged from the previous steps, ask a question that will involve his skills when faced with more spontaneous situations.
6- The second interview: to clarify the skills
For very specific positions, a second interview is sometimes appropriate, whether for a technical position, for an interview with one of your partners, or a supervisor.
Make sure to review the information and answers gathered in the previous steps; they will probably be useful in this second meeting!
7- Checking references: another check-up
Validate the references provided; previous jobs, academic training, etc. For more extensive job positions, you may want to validate criminal records or credit histories.
Several companies offer turnkey services to audit candidates for you; do not hesitate to entrust them with this task if you think this will positively affect your ROI.
Obviously, depending on the position sought, there are steps you might want to forgo (example: the second interview). Ask yourself which stages are really essential to meeting your needs. The important thing is to try to learn as much as possible about the candidate, while still meeting expected deadlines. Validate their experiences to get familiar with their past, but also confirm their natural behaviors. This will accompany you both in the future.
That’s it, you are now ready to make your offer! If you have eliminated candidates at any stage of this process, take the time to inform and thank them. You never know who you might meet again on your professional path.