Your business is so successful that you need employees or you want to anticipate the growth that will happen soon, so you will need to expand your teams. Recruitment management means hiring people who best fit the desired profile, professionals capable of bringing added value to the company… How can you be sure you will make the right choice, especially when your company is experiencing strong growth?
Deep analysis
You will need to conduct an in-depth analysis in relation to the tasks and priorities of the company’s employees. Therefore, for the already created workplace, it is necessary to make the necessary changes in order to respond to new challenges and employ specific skills, because the workload will develop in accordance with the new organization. As for the new function, it is necessary to clearly understand the workload and explicitly define the position, stating that the job description can evolve rapidly depending on the opportunities offered to the company.
Be present at fairs or events
In order to attract and be appreciated by the most serious candidates, it is wise to present your company during dedicated events such as job fairs organized in major French cities. This will allow you to increase your contact points with potential future candidates and communicate that you are growing and hiring. These face-to-face meetings also make it possible to determine the candidate’s motivation and ability to perform functions within the company. The recruiter must be sure that the candidate is sufficiently informed about the company and its challenges, that he will be sensitive and autonomous enough to respond to the demands of the activity, etc.
Define a clear hiring process
Pre-selection, calls and pre-employment interviews… In case of sudden strong growth, a rigorous recruitment procedure avoids wasting time. It also ensures the reliability of the collected information and the precise targeting of potential candidates (knowledge: knowledge – materialized by the course and obtained diplomas, know-how: mastered practices, in order of experience, know-how: personal, behavior, social qualities).
Resume and cover letters
They are professionally classified according to position, according to the type of contract offered (CDI, CDD, Interim, etc.). Then according to the candidate’s experience and skills. Describe precisely the content of each position to be filled, that is:
- missions
- main tasks and activities
- positioning of the position in the structure (hierarchical relations, etc.)
- responsibilities (team management, managed budget, etc.)
- connections with other functions
- work conditions
- specificities of the position
If your company is experiencing rapid growth, it also seems important to establish a fair and appropriate pay scale for each position you are applying for, taking into account skills, experience and specific needs, before the interview. Ultimately, by choosing the right media support for each job posting, the recruiter ensures that they will receive responses consistent with their goals. Here are some examples
- publication of job offers (publishing in the press, on employment sites also called bulletin boards, through social networks, in schools, etc.),
- use of CV database (Pôle emploi, APEC),
- search your pool of spontaneous apps,
- direct access (headhunter),
- cooperation,
- on-site display (for shops, restaurants, etc.),
- job dating (flash meeting between candidate and recruiter),
- forums and fairs,
- …
A site specializing in executive recruitment, for example, does not accept applications from unqualified, non-graduate employees. Target exactly what you’re looking for, it’s important during peak periods, when you don’t really have time for it, even if it’s necessary to grow your business!
Use specialized recruitment companies
According to various studies, around 2 out of 3 French companies employ an outsourcing company to respond to strong growth or to develop an additional activity. Furthermore, 5% trust external processes for part or all of their recruitment.
Using a specialist firm makes it possible to find individuals with specific skills. Companies specializing in human resource outsourcing help companies search for suitable profiles for different positions, sort collected applications and conclude formal employment contracts, saving you the time you need for your high-value-added tasks, especially during periods of strong growth.
Finally, outsourcing promotes objectivity. A fresh look is given to the company, its goals, strategy and various tools used to optimize resources. They can give advice if you are overwhelmed with events. Think about it!