Module 4: Recruitment

SECTION 1: NEEDS

• Take the company's culture and values into account
• Identify the needs and expectations of the department and small businesses and SMEs
• Recruiting with a Forward-Looking Approach
• Define the job role, personality profile, and desired skills

SECTION 2: RESEARCH

• Determine distribution strategies and planning; optimize internet and AI resources
• Write an attractive ad tailored to the selected distribution channels and promote it on social media
• Specify your expectations regarding the format of applications and comply with the law

SECTION 3: PRELIMINARY SELECTION

• Manage the flow of applications and any inquiries
• Review applications and narrow down the pool of candidates using pre-selection rubrics

SECTION 4: THE VARIOUS SELECTION TOOLS

• Understand the various selection tools that can be used (in-person interviews, video interviews, phone interviews, etc.; psychometric tests, rating scales, job-related questionnaires, role-playing exercises, etc.)
• Determine the respective contributions to identify and design the most appropriate tools

SECTION 5: INTERVIEWS

• Determine the scope, duration, and stages of the interviews based on the selected selection procedures
• Handle the logistics of conducting the interviews
• Assign roles among the various recruiters, if any
• Adopt the right attitude toward each candidate—be informative, selective, and engaging
• Identify and gather relevant information; foster the candidate's motivation for the position
• Understanding the Limitations, Pitfalls, and Leverage Points of the Interview

BLOCK 6: ANALYSIS AND SELECTION

• How to Write a Summary
• Assess each candidate's skills and potential
• Determine the most appropriate fit
• Avoiding the Recruiter's Temptations
• Let candidates know which candidate was selected and make them want to join your team
• Negotiating the Hiring of a Future Employee

SECTION 7: THE SPECIFIC ASPECTS OF INTERNAL RECRUITMENT

• Share the announcement internally
• Consider internal applications
• Conducting Job Interviews
• Communicate the decisions that have been made to avoid creating tension or demotivation
• Managing the Post-Selection Process

BLOCK 8: INTEGRATION WITHIN THE DEPARTMENT

• Making the Most of the Trial Period
• Promote the transfer of skills
• Design tools for monitoring operations
• Gather feedback from the new hire and their immediate team
• Build confidence and foster job loyalty

SECTION 9: THE RECRUITMENT PROCESS

• Defining the Entire Recruitment Process
• Its related tools
• Key stakeholders to engage in order to optimize its rollout within microbusinesses and small and medium-sized enterprises