Regular steps of the recruiting process

An effective recruiting process can be broken down into five main steps:

1. Identify and analyze the recruiting needs

In the first step, the company clearly identifies the specific details of the position to be filled: job description, years of experience and education required, specific qualifications, reporting structure, working conditions.  Human Resources and managers work together to clearly identify the profile of the desired candidate

2. Post and share the job offer on the various media

The company then shifts into second gear by designing the advertising of the job offer, which is generally posted on recruiting sites, and the company’s social media, if applicable. Depending on the recruiting strategy used, the job can also be posted via:

• Professional orders
• Social media (LinkedIn, Facebook)
• Employment sites (Emploi-Québec, Indeed, etc.)
• Educational institutions

Different visibility strategies can be put in place, especially if the position is very specialized or there is scarcity of skilled workers.

3. Candidate preselection and selection

In the third step, the applications received are reviewed to determine whether they correspond to the desired qualifications and skills. In addition to reviewing curriculums vitae, several techniques can be used, including a telephone pre-interview, and preselection tests: computer tests, language tests, role play, personality tests, etc.

Now comes the essential selection interview step. It consists of, before anything, a professional meeting where the candidate and manager meet to determine whether their goals for the future mesh. Take advantage of this professional discussion to share your successes, interests and strengths. Ask questions about the challenges, the company’s values, the make up of the team, the expectations for the position, the main duties of the position, and the general working conditions.

4. Additional testing and validations

This step can vary from one selection process to another and can be done before or after the interview, and may not even occur in some cases.

Psychometric tests can confirm or invalidate the information collected during the selection interview. These tests address several themes, including: learning ability, analytical abilities, judgment, openness, leadership, teamwork, ability to adapt, etc. They do not discriminate against applications; they are an additional tool to help managers get to know and help guide a new employee once hired.

Technical tests or in-baskets are sometimes used to validate technical or managerial skills. They are used to confirm the candidate’s performance in the position using work samples and realistic situations.

As a complement, a security check may be done, depending on the type of company or the specific characteristics of the position (e.g., working in security, with children, financial data, etc.). Finally, some companies confirm professional references with former employers to check the candidate’s professional background.

5. Decision time: Let’s add to the team!

We now have a decision to make: affinity and professional match between the candidate and the manager. The applicant may have several offers on the table or the company may have different applicants who fit the profile. For both the company and the applicant, choosing to work together must meet the expectations of each following the discussions during the interview. The employer will then make an offer to the candidate, which will include the conditions of employment (e.g., salary, conditions, etc.). The employer will contact the other candidates to inform them they were not selected.

How long does a hiring process generally take?

Various factors influence the duration and the different steps the recruiting process. Examples include the desired qualifications, the availability of candidates on the market, the desired timeline for filling the position, the availability of human resources, material resources, and budgetary resources.

Because a company’s greatest asset is based on the skills of its human resources, candidate selection must be very thorough. Hiring the right person has a major impact on the team and on the company’s profitability. It is better to take the time to find the right person for the position rather than hiring someone who is not quite suitable. At the same time, job seekers who choose the first job that comes along without considering their expectations and their development may very well find themselves at square one. A structured recruiting process makes it possible to make the right choice for both the employer and the jobseeker.

So, there you go! The selection process is no longer a secret! What are you waiting for to apply?