Thinking of hiring your first employee? The first recruitment is not without impact on the functioning of your company (financial impact, new organization, new practices, etc.). From the definition of your needs to the integration of your employee,
Discover the 10 key steps for a successful recruitment project.
Step 1: clearly define the job profile
To succeed in your recruitment project, it is essential to clearly define what need it meets: increased activity, development of the activity, optimization of the organization, new products, services or customers, etc.?
Precisely defining the need makes it possible to develop a job and candidate profile: activities to be carried out, working conditions (hours, place of work, mobility, etc.), essential skills and qualifications and useful experience.
Step 2: choose the appropriate contract
Another point to study, from the preparation of the hiring project: the contract. The first salaried recruit can be recruited on a permanent or fixed-term contract, full-time or part-time. Similarly, he can be recruited under different statuses, in particular commercial agent for certain positions.
Note : if you are hiring, you will probably have to draw up an employment contract. The law provides for a writing for most employment contracts, except in the case of a full-time permanent contract.
Step 3: set a pay range
These criteria established, you will be able to freely set a range of remuneration. If it is an employee, the salary must respect the minimum wage* in force ( SMIC ), as well as the collective agreement of your professional branch. For this,
But beware ! In your search for candidates, you will be in competition with other recruiters. Do not hesitate to find out about the salaries in your region for the same profession. Pôle emploi provides a tool to inform you profession by profession on the wages practiced .
Step 4: find out about recruitment aids
In order to help you in your recruitments, simulate the many existing hiring aids . Whether national or regional, these specific aids or measures can facilitate the success of your recruitment, by reducing the cost of recruitment, financing training, etc.
Recruitments made by SMEs from 18 January to 31 December 2016 benefit during the first 2 years of the contract from a quarterly bonus of €500 , i.e. €4,000 in total .
Step 5: write your job offer
Developing the quality of the writing of your job offers is decisive for their attractiveness and the good positioning of candidates. A well-written offer will facilitate your recruitments.
Remember to present your company, it helps to improve the attractiveness of your offers. Pôle emploi allows you to create your company page freely with your logo, your images and useful information.
Step 6: distribute the job offer and/or search for candidates
Recruitment websites, advertisements in the press, research with your professional entourage, social networks… you can submit your job offer or search on several channels, free or paid. It’s up to you to choose according to your needs and make sure that the application method is adapted to the profiles sought and your availability.
Step 7: select the applications received
You have distributed your offer, or contacted the first profiles, the first answers will soon arrive. To treat them effectively, proceed step by step:
Step 8: conduct the job interview
After analyzing the applications, you will retain a certain number of candidates who you will interview. This interview should allow you to validate not only their professional skills, but also their motivation, that is to say their interest in the position and the company.
However, selecting candidates for the first time is never easy, Pôle emploi provides you with a tool to help you conduct an interview .
Step 9: declare the hiring: complete the administrative formalities
From now on, declaring a hiring becomes simple with the DPAE (Declaration prior to hiring) ! This mandatory formality is carried out in one go with a single contact, Urssaf. You can also report online.
Step 10: welcome and facilitate the integration of the new employee
The integration process is an essential step for the future employee to fully appropriate his new environment. Discover the main tips for establishing a climate of trust with your new employee – whatever their status or the nature of their contract – and getting them up and running quickly.