Analyze your recruitment needs and the searched profiles

• Realize a socioeconomic diagnosis.
• Analyze the skills acquired and required for the position.
• Define and rank the skills connected to the function (Main missions and goals).
• Differentiate job description and searched profile.
• Define the boundaries of the post.

Analyzing your recruitment needs and who you're looking for

• Creating a socioeconomic assessment.
• Analyzing the skills acquired and required for the position.
• Defining the position's skills.
• Knowing the difference between a job description and the profile you're looking for.
• Defining the scope of the future hire.

Writing the right job listing and choosing where to place it

• Knowing how to describe a job position.
• Making the position look attractive.
• Choosing the right communication media.
• Communicating in accordance with company policy.

Draw up efficiently your job offers and advertisements and choose the pertinent media

• Know how to describe a post.
• Make the vacant position attractive.
• Choose communication media.
• Communicate in agreement with the corporate policy.

Conducting a job interview

• Acquiring techniques, stages of the interview.
• Instilling a climate of trust for natural, sincere discussions.
• Knowing key, essential questions.
• Learning asking and listening techniques.
• Getting to the core matter in analyzing the path.
• Setting the context for discussions and quickly attaining clear, accurate information.
• Outlining scenarios or conducting tests.
• Knowing how to assess and applicant's potential.

Lead a job interview in order to be sure that the candidate matches or not your requirements

• Acquire techniques, know the stages of the interview.
• Create a confidence climate for natural and sincere exchanges.
• Know the key and inescapable issues.
• Acquire techniques of questioning and active listening.
• Get to the point in the analysis of the career.
• Centre the exchanges and reach quickly a clear and reliable information.
• Put in professional situation or realize tests.
• Know how to estimate the potential of a candidate. Conclude the interview.

Selecting objective criteria for choosing the right applicant

• Knowing which applicant to prioritize given the company's needs.
• Determining the roles of managers in the hiring process.
• Choosing the right applicant with a selection grid.
• Prioritizing behavioral factors.
• Creating the summary and making your choice.
• Making a choice in a collegial fashion.
• Replying to the applicants.

Use factual criteria to select the right candidate

• Know who are the best candidates with regard to the needs of the company.
• Determine the role of the managers in the recruitment process.
• Choose the good candidate by the mean of a selection grid.
• Prioritize the behavioral elements.
• Realize the synthesis and choose.
• Choose in a collective way.
• Answer to the candidates.

Prepare carefully the integration of the candidate and the entering in his (her) new position

• Undertake the good actions to integrate the candidate in the better way and give him the means, counsels and action plan
• Follow the progress by regular reviews and reports.
• Check the collaboration: beware of the first three months (« cent-jours »)

Integrating the applicant into the company

• Taking the right actions.
• Tracking progress through interviews and reports.
• Assessment the employee relationship after 100 days.