The offer is the most efficient way to recruit: when an offer is published, it allows recruitment in 54% of cases! (Source APEC study Sourcing 2018).
The challenge: VALUE YOUR COMPANY, DEFINE YOUR POSITIONS AND FIND THE RIGHT PROFILES
Needs analysis, an essential step before writing a job offer
1. Draw up an "Employer inventory" and define the company by giving the elements that will make the candidate want to respond to you.
→ in terms of organization, location, strategy, managerial culture, reputation, etc.
► What are your attractiveness factors to highlight for this recruitment?
2. Define the position to be filled
→ Job title (give a title translated as "speaking")
→ Mission (purpose of the working situation)
→ Activities (actions directed towards the achievement of the mission)
→ Hierarchical position
→ Level of autonomy and responsibility
→ Exercise conditions and constraints
► A goal can be added and the remuneration can be displayed!
3. Calibrate the profile you are looking for: put yourself in the candidate's shoes and give him/her the information that will enable him/her to position him/herself (or not!).
→ Required experience
→ Training and qualifications
→ Performance indicators
► Specify what for
EPAC's 6 tips for an attractive offer
- Tip #1 Make a job card before you start
- Tip #2 Putting yourself in the candidates' shoes
- Tip #3 Be specific about the profile expected to receive targeted applications
- Tip #4 Detail the missions / activities to obtain in return CVs adapted to your needs.
- Tip #5 Innovate to get out of the job stream
- Tip #6 Highlight your employer's assets
GET MORE INFORMATION AND ACQUIRE THE RIGHT REFLEXES TO ENHANCE THE VALUE OF YOUR COMPANY,
DEFINE YOUR VACANCIES AND FIND THE RIGHT PROFILES
Xavier BORRY - Corporate Relations Consultant: firstname.lastname@example.org
Laure CHASSENDE PATRON - 04 13 55 02 95
Anne LE PETIT - 04 13 94 51 06