The objectives and challenges of recruitment determine the practices used by human resources professionals to recruit the best talent.
As recruitment is an integral part of the company’s development strategy, mastering the issues surrounding the processes implemented is therefore essential to optimize commercial performance.
Who are the stakeholders involved throughout the recruitment process? What are the objectives and recruitment practices to focus on? Discover the strategic challenges of corporate recruitment.
The Corporate Recruitment Process: Definition
A recruitment process is a structured plan in several steps to identify and integrate new employees into the company.
The definition of such a plan makes it possible to streamline the actions to be implemented by recruiters to optimize the candidate experience. Typically, corporate recruitment follows a four-phase process:
- The preparation of the recruitment campaign ;
- The launch of the recruitment campaign;
- The selection of candidates;
- Integration of successful candidates.
However, the steps in the recruitment process can vary depending on many parameters. In the case of internal recruitment in particular, the recruitment policy may include a verification of technical skills with senior managers.
Other elements such as the relevant stakeholders and the tools used will determine the duration of the process.
Key recruitment stakeholders
Many actors can intervene to varying degrees throughout a corporate recruitment campaign. These are mainly organizations that help recruit new talent or retain employees.
- The Human Resources Department;
- Recruitment agencies;
- Temporary employment agencies.
As the internal body responsible for developing and implementing HR management policy, the Human Resources Department must recruit the best talent. However, it can call on a recruitment agency to support its action.
Recruitment agencies are excellent allies for the implementation of an effective recruitment process. They intervene at all stages of the campaign, from the definition of needs to the integration of new employees.
In some cases, recruitment can be conducted through temporary agencies. These are temporary employment agencies that act as intermediaries between employees and the company. In this case, the employees recruited are paid by the agency.
The main tools used for corporate recruitment
The recruitment policy defined also depends on the tools used. These are generally chosen according to recruitment and job market issues.
Commonly used tools include recruitment software. These are IT solutions used by recruiters to streamline the entire recruitment process.
The software embeds various functionalities for automated management of applications collected as part of a recruitment campaign. This allows them to control costs and save time.
Often, recruitment policies also include the use of recruitment platforms and career sites. These platforms serve as intermediaries to advertise job offers to candidates.
Talents have access to a vast catalog thanks to which they can analyze recruitment issues and make the best choices. Moreover, new distribution channels such as social networks are increasingly used.
They position themselves as tools of choice to advertise campaigns in response to the new challenges of recruitment in the digital age. Finally, it is also recommended to collect employee opinions to attract the best talent.
Indeed, it is possible for a company to encourage its employees to comment on their work experience on a trusted third-party platform. The feedback thus collected makes it possible to display a positive image of the company that will be useful to reassure the talents interested in its ads.
This feedback can also make it easier to identify irritants that may lead to a poor work experience for employees. Employee feedback is then an effective tool to improve the employee experience and build a pool of candidates.
The main challenges and objectives of corporate recruitment
The challenges of recruitment in companies generally change according to changes in the job market. In recent years in particular, human resources management has become a key element of business strategies.
People are now at the heart of the company and performance depends on the human resources capital mobilized. Because of this, a number of issues must be covered by the recruitment policy put in place.
Skills management within the company
One of the most important challenges in recruitment is the integration of new talent into the organization. This is essential to maintain an optimal level of productivity and ensure the future.
However, recruiters must ensure that new employees integrate into the company culture in the long term. External recruitment policies are therefore increasingly focusing on soft skills.
Thanks to the mass adoption of new information technologies, it is now easier to train talent in technical skills. Nevertheless, the HR management policy put in place must also help retain employees.
Improving the employer brand
Recent global socio-economic upheavals have changed the relationship between society and business. They must now connect global issues to their recruitment policy.
For human resources professionals, it is a question of implementing concrete actions in the direction of solving global challenges.
Employees and talents are much more likely to engage in the development of the company if it embraces social causes.
The organization’s commitment must be reflected both in the corporate culture and in the HR strategies implemented. This means, for example, fostering diversity and inclusion, or adopting a more flexible work culture.
Flexibility in the work culture is manifested in the more conciliatory management of space, schedules and internal communication. The objective is to generate positive spin-offs for relations with partners.
The digitalization of the recruitment process
Digitalization is one of the challenges arising from new issues related to recruitment. It responds to an increasingly pressing need to implement more fluid and less costly HR management policies.
Indeed, some inconsistencies can occur in the management of candidate profiles based on traditional methods. These dysfunctions tend to undermine the efficiency of the recruitment process.
The consequences can be disastrous for both the employer and the talent who have a bad candidate experience. To address this issue, the organization must optimize its hiring procedures to reduce the possibility of error.
The digitalization of recruitment then becomes an option of choice for human resources professionals. They can automate the hiring steps and reduce the margins of error.
This results in an improvement in the quality of recruitment and a greater ease in detecting the most suitable profiles.
A company may therefore have to adopt software solutions to meet the new challenges of recruitment.
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What is the digitalization of corporate recruitment and what are its main steps?
The digitalization of recruitment is the process by which companies dematerialize and automate the key stages of a recruitment campaign using specialized digital tools. Key steps include:
- Ad serving
- Sorting applications
- Sending rejection or acceptance emails
To successfully digitize recruitment, it is first necessary to identify the phases concerned, choose the appropriate digital tools, support teams in the face of changes and establish specific objectives.
What are the benefits and risks of digitalizing corporate recruitment?
The digitalization of recruitment offers many advantages, including:
- An important exposure to a large pool of candidates
- Cost reduction
- Improved recruiter productivity
- Facilitating the recruitment process
- The ability to post more dynamic job offers
However, it also exposes to certain risks, such as the protection of personal data and negative perception by candidates. Good management of digitalization, by balancing human and digital, is essential to make the most of it.
Who are the main stakeholders involved in the corporate recruitment process?
The main stakeholders in corporate recruitment are:
- The Human Resources Department
- Recruitment agencies
- Temporary employment agencies
HRD plays a key role in the development and implementation of human resources management policy, while recruitment firms may be called upon to assist HRD throughout the recruitment process. Temporary employment agencies act as intermediaries between employees and the company, remunerating employees recruited as part of temporary assignments.
What are the strategic challenges of corporate recruitment?
The strategic challenges of corporate recruitment are multiple. First of all, it is about effectively managing skills within the organization by integrating new talent and promoting employee retention. Another challenge is to improve the employer brand by engaging in social causes and adopting a flexible work culture. Finally, the digitalization of the recruitment process is an important challenge to optimize hiring procedures, reduce errors and attract the most suitable profiles through effective software solutions.