Recruitment management: the 9 steps to be effective

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Recruitment management: the 9 steps to be effective

The recruitment stage in a company is not to be underestimated since it leads to the selection of the best future employees. Indeed, a candidate who does not have the appropriate assets or skills can negatively affect the functioning of your business. Find here 9 key steps to be effective in managing recruitment.

Clearly define the profile you are looking for

What and who do you need concretely? By answering these questions, you can easily define the profile you need within your company. The definition of the desired profile also consists of establishing in detail the skills, training, experience, or qualities sought in a new employee. By doing so, you will facilitate recruitment management.

Another tip that could help you during the definition of the profile you are looking for is to consult a trusted platform of employee reviews. You can then benefit from tips or advice from employees to carry out your recruitment. Remember that employee review sites allow employees to express themselves freely about their employers, but also on issues related to their work environment.

Inform and prepare your company’s staff

This step is important and should not be neglected since it generally encourages a work environment where transparency and trust prevail. In addition, the preparation of staff for recruitment makes it possible to anticipate the stage of the integration of the new recruit within the team. In addition, a staff member may have the skills required for the position. This is also one of the reasons why sharing the job offer internally is necessary.

Internal recruitment

You must first evaluate the advantages and disadvantages of internal recruitment within your company before resorting to it. Indeed, a former employee of the company already controls their work environment and generates fewer expenses. This is a positive aspect of internal recruitment.

However, it is often necessary for the person recruited internally to undergo additional training in order to ensure their new position. In addition, their relationship with other colleagues can be impacted in some cases. This is one of the negative sides of this type of recruitment.

External recruitment

External recruitment generally makes it possible to have a new employee with all the required qualities. In addition, the newcomer can bring a touch of originality or new ideas that the company needs to operate more.

Mistakes such as hiring an unqualified person for the position can occur in some cases. This leads to loss of money, but also of time for the whole company. Another disadvantage of recruiting externally is that the new employee is unable to integrate with the rest of the team. In this case, they cannot reach their full potential and be productive.

Entrust recruitment management to professionals

The recruitment of a new employee or a future employee of a company can be conducted by:

  • the director of the company;
  • the hiring manager;
  • the sales or network manager;
  • the employer brand manager;
  • the Human Resources Officer.

They can also work collaboratively if it is a strategic position and very important for the operation and survival of the company.

In addition, for greater efficiency, a recruitment manager is the most suitable person. This recruitment specialist who has undergone adequate training has the ability to detect the profile sought for a specific position. They use several techniques such as the competency-based recruitment method, also known as the simulation recruitment method.

Prepare the administrative formalities and the contract of your future employee

Red tape can be both tedious and time-consuming. It is then preferable to prepare in advance all the documents that the future employee will need to easily integrate into the company. At this stage, you can already draft the employment contract by taking the trouble to evaluate all the possibilities available to you, but also to your future employees.

For example, you will need to define the type of contract you want to offer to the new worker. Thus, it can be a permanent contract (CDI), a fixed-term contract (CDD), an interim contract, or a professional internship. Apart from the type of contract, the range of remuneration or the hourly volume must also be clearly defined.

Take care of the writing of your job offer

For more efficiency in recruitment management, give great importance to the writing of your job offer. It provides an overview of the professionalism of your company. The better the offer is written, the better the chance you will have to come across better candidates for the positions sought.

Also, the advertisement must contain all the essential information such as the job title. This must be clearly defined in such a way as to engage the concerned candidates. Other important information such as the nature of the contract, working hours, skills and qualities must also appear in your offer. For more professionalism, choose a unique tone to adopt throughout the text of the job advertisement and then ensure the insertion of keywords.

Plan various ways to advertise your job offer

To succeed in your recruitment campaign, you must plan various means of disseminating your job offer. By making a wide distribution of your ad, you are more likely to come across the candidate adapted to your needs. Fortunately, there is a diversity of channels for advertising recruitment. You can go through:

  • the press;
  • trade shows;
  • recruitment sites or;
  • recruitment agencies.

Social media also plays a huge role in this stage of ad delivery. Thus, it is possible to share a job offer via Facebook, LinkedIn, or Instagram in order to reach a larger number. The rarer the profile sought, the more you will have to use several means of dissemination simultaneously to circulate information and reach your targets more quickly.

Sort applications and conduct interviews

The next step in the recruitment process is to screen and interview the shortlisted candidates. Before that, set a deadline for closing applications. Once the deadline is reached, you can then proceed to triage among all the applications received.

Sorting applications

To be effective in managing recruitment, it is necessary to plan for the triage stage of the various applications received. Define selection criteria that will serve as a basis for choosing or eliminating folders. This makes it possible to quickly find the right profile. In addition, anyone can take care of the recruitment based on the predefined criteria. Reading the resume and cover letter can help you identify a good number of applications that do not fit what you are looking for.


For greater transparency during interviews, it is preferable to prepare interview sheets or evaluation grids in order to judge all candidates on an equal footing. Depending on the position sought, it is advisable to use a recruitment manager or a human resources officer to lead the interviews. These recruitment actors can give you valuable advice on how to conduct a job interview effectively. For greater transparency during interviews, it is preferable to prepare interview sheets or evaluation grids in order to judge all candidates on an equal footing.

Detect the best profile among candidates

After the interview phase, set aside the profiles that are closest to what you need within your team. For more efficiency in recruitment management, it would be best to take into account the references cited by candidates. References allow you to learn more about a candidate who is likely to be the profile you are looking for. For example, you can have information about work habits, character, absenteeism at work, qualities, and others of a good profile.

For an important position, the selection of the candidate must be made in collaboration with the key players in your company. Following the announcement of the good news about the selected profile, it would be good to notify the remaining candidates that they have not been selected. Keep interesting profiles among the unselected in your databases in case of future recruitment. At this stage, it is also possible to discuss the contract and the administrative training associated with hiring the lucky winner.

Integrate the new employee into your company

A final step in successfully managing recruitment is how to integrate the selected candidate. In fact, the latter must learn to master their new work environment as well as to associate with the former employees of the company. To prevent stress at work, put the newcomer at ease and in good condition like all other employees. You are sure to foster their spirit of creativity and take full advantage of all their professionalism. To integrate them and effectively finalize your recruitment process, it would be ideal to entrust the newcomer to a former employee who masters the work environment. You can also put it directly on an ongoing project to involve them in the work atmosphere. Another interesting integration idea is to install a welcome ritual for newcomers to your company. This will give confidence to the new person and allow them to interact from the first moments with all the staff.

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