Recruitment: Five pitfalls to avoid for employers
17 January 2013
Read by 2053 persons
You have one or more positions to fill?
Here's a quick checklist to prevent your hiring from falling short and help you find the perfect candidate. By Expectra, specialist in executive recruitment.
1 - The quest for the perfect candidate
Often, the employer seeks such a complex profile that even the most talented candidates cannot fit the bill. However, it is rare to be able to recruit several experts at once.
The solution: lay everything out and clearly identify the main skill, based on the company's needs. And distinguish the two or three secondary skills that can be acquired through experience or continuing education.
2 - Neglecting, or even forgetting, the job description
A real-life anecdote: an HR manager contacts a recruitment firm looking for a "knowledge management project manager", but without further details... Finding the right person then becomes an impossible mission, or a game of chance.
The solution: there is no point in launching a CV search until a clear job description has been written. Ensuring the accuracy of the terms. What matters are not the job titles, but the tasks to be performed.
3 - Looking for a clone of the previous employee
The solution: recruitment should be an opportunity to rethink the organization, based on the company's new markets.
4 - Focusing only on diplomas
This is a French reflex: considering the diploma first, when it is experience and "know-how" that should take precedence.
The solution: probe the candidate about the lessons learned from previous stages of their career, and assess their motivation.
5 - Wanting to go too fast
The more precise and important the mission, the less you should work in a hurry.
The solution: take the necessary time at the start of the recruitment process, in defining the position and the priority criteria for selecting candidates (known area...).
Lexpress.fr
Posted online January 17, 2013.
Here's a quick checklist to prevent your hiring from falling short and help you find the perfect candidate. By Expectra, specialist in executive recruitment.
1 - The quest for the perfect candidate
Often, the employer seeks such a complex profile that even the most talented candidates cannot fit the bill. However, it is rare to be able to recruit several experts at once.
The solution: lay everything out and clearly identify the main skill, based on the company's needs. And distinguish the two or three secondary skills that can be acquired through experience or continuing education.
2 - Neglecting, or even forgetting, the job description
A real-life anecdote: an HR manager contacts a recruitment firm looking for a "knowledge management project manager", but without further details... Finding the right person then becomes an impossible mission, or a game of chance.
The solution: there is no point in launching a CV search until a clear job description has been written. Ensuring the accuracy of the terms. What matters are not the job titles, but the tasks to be performed.
3 - Looking for a clone of the previous employee
The solution: recruitment should be an opportunity to rethink the organization, based on the company's new markets.
4 - Focusing only on diplomas
This is a French reflex: considering the diploma first, when it is experience and "know-how" that should take precedence.
The solution: probe the candidate about the lessons learned from previous stages of their career, and assess their motivation.
5 - Wanting to go too fast
The more precise and important the mission, the less you should work in a hurry.
The solution: take the necessary time at the start of the recruitment process, in defining the position and the priority criteria for selecting candidates (known area...).
Lexpress.fr
Posted online January 17, 2013.
