The nature of a recruitment is to be selective. But this selectivity is problematic in two cases:
when it relies on illegitimate criteria with regard to labor law, because it produces discrimination; but also when it is based on criteria not prohibited by law but mobilized in a systematic way, because it then generates phenomena of exclusion on the market work.
Why it is important to know the recruiting procedures
Recruitment companies mean a lot today. The recruiters may intentionally seek to exclude such categories of population or to favor others. But it is also possible that seemingly neutral practices induce a particular selectivity, generating indirectly the systematic highlighting of certain profiles and / or the exclusion, or even the discrimination, of other categories of candidates.
Taking into account the sectoral diversity of recruitment methods has been an important element of our empirical approach. Our questioning has been transversally four sectors selected (banking, hotels and restaurants, retail, consulting and services IT and technologies), but sector-specific issues have also been developed.
One of the important biases of the top recruiters is to highlight the structuring character of employment systems on recruitment practices. The underlying assumption is that recruitment practices must be analyzed in their context taking into account the activity companies and the market in which they operate, characteristics of types of labor mobilized, their labor markets and professional rules, and finally employment management policies and careers specifically developed.
It was therefore not only to identify sectoral determinants, but also, through the crossing of these dimensions, differentiated dynamics within sectors or even companies.
Why recruitment companies mean a lot today
The success of a business depends largely on its ability to attract the right employees, manage properly and retain their loyalty. Good recruitment procedures are essential and therefore aim to:
- Develop processes that allow the company to recruit competent candidates.
- Offer the company human resources at the best possible cost.
- Organize so that each candidate can use his or her skills, training experiences, his personality and motivation in the best way possible.
The recruitment process provided by the top recruiters aims to bring together a group of competent candidates. The steps are: the needs analysis, the job description writing and the job posting.
The selection process aims to choose the most competent person from among the interested candidates. The steps here are: resume analysis, interviews and selection tests, references and the job offer.
The recruitment process needs analysis and profiling is important to clearly define the workforce’s need for labor before proceeding at the recruitment stages.
These are the questions to ask:
- For which tasks, projects or mandates do we need additional staff?
- When do we need it?
- What skills are required: training or experience, languages used, software, etc.?
Hiring a recruitment company mean a lot today, because they know how to go through the whole recruitment procedure: evaluation of applications, interview and references.
Candidates who meet all the requirements for the position will be contacted to interview or pre-interview review within two to six months from the closing date appearing on the vacancy notice, depending on the number of received applications.
The assessment focuses on experience, diplomas and skills. If the application of the candidate is not successful or do not meet all the required conditions for the position in question, the candidate will be notified by email. In this case, the recruiters encourage to apply for other positions for which there are the required qualifications.
Why a job interview is still important today
A job interview is an opportunity for a recruiter to assess the suitability of a candidate for a position and to promote a positive image of the company, regardless of the outcome of the application. At the same time, the way in which the interview is conducted significantly influences the opinion that the candidate is of the company and the position.
Top recruiters aim to help both employers and candidates to improve their methods. How managers view the hiring interview and the differences between their perceptions and those of the recruiters? Some aspects of the interview process with a focus on candidate expectations and recruitment practices that displease.
So the following points should be considered:
- how candidates view the job interview, how they prepare for it, and their expectations.
- how employers approach the recruitment process from a strategic point of view, taking into account the number of people involved and the tools available to recruiters (training, interview guide).
- the factors that shape the candidates’ first impressions.
- the behaviors that candidates value in recruiters.
- post-interview and the importance of feedback.
- the general impact of a recruitment process on the candidate’s opinion of the company.
Key points to remember and our recommendations for improving the interview process.