Difficult to attract good profiles to this world where large companies announce massive dismissal plans and where many recent companies announce their failure. These sow doubt in the minds of candidates who are looking for work that is not questioned overnight. So how to do it?
Recruitment codes have changed.
What made the appeal of large companies, social networks have shown its dark side and it is small businesses, start-ups with their innovation and well-being values that attract good profiles. They compete with them because their characteristics are not putting people at the center? In a world where isolation despite new technologies has become a scourge. Small business leaders believe that their size is a disadvantage and that most good profiles naturally turn to large boxes that offer them many advantages inaccessible to start-ups. But young companies also have many assets to find quality candidates … if they ever do it with tact.
Exceed the low salary barrier
Not easy for David to fight against Goliath! Start-ups cannot compete with large groups in the remuneration they offer. But we must not lose sight of the fact that start-ups also benefit from attractions that large multinationals do not have and which can also represent weight arguments to attract good profiles: possibility of touching several trades, without staying Cantoned with a unique task, the satisfaction of seeing the concrete fruit of its efforts, the impression of actively participating in the construction of an exciting project, an often more relaxed atmosphere, the possibility of expressing its creativity more intensely …
Always advantages?
The small start-up also has the opportunity to offer the employee to integrate into the genesis of a project potentially capable of taking up very large. In this case, employees of the first days are the first awards! You just have to see the example of employees hired when Facebook launched.
Benefiting from part of their remuneration through the company’s capital, some have since become millionaires, like one of the first secretaries of the company! A convincing argument, but which should not be too much abused … The remuneration you will offer to the candidate must be high enough to have the feeling that the company makes a financial effort to hire it, while not exceeding a sum bringing to the cash.
Some small businesses make the choice, risky, to offer fairly high wages given their means in order to attract qualified profiles, supposed to bring a good return on investment. Other start-ups assume the fact of not being able to offer a staggering salary, but manage to offer a better quality of life such as telework. These supplements allow the employee to inflate their purchasing power (restaurant titles, costs, professional telephone also used for personal use, etc.).
Where to find your future employees?
Your future employee will not come a good day ringing at your door … You will have to actively go looking for it! To do this, proceed with method and select the biases well by which you will start your quest. You can choose to publish your offer on the Internet, on one of the many job offers that flourish on the web. The interest of this technique is that it will allow you to quickly collect a lot of CV, sometimes for free.
The drawback is that the CVs received will not all be perfectly in line with needs. For more qualified CVs, requiring technical know-how, the ideal is to post its ad on specialized sites on the field of activity.
The publication of announcements?
The publication of the announcements will generally be more expensive, but you will save time. Also think of sites with free consultation cvings. Still on the net, remember to consult professional social networks such as Viadeo or LinkedIn. You can consult profiles that may well “match” with your needs and contact these future candidates to be poached. The key?
You can learn a lot about the candidate by scanning his profile on the networks as well as his involvement in your sector of activity. Also think, if you have the necessary budget, to call on a recruitment agency. These will help you select the most qualified profiles by saving time.
Placement agencies and France work
Do not neglect the candidates’ investment agencies and the classic employment center today called France Work. These can preselect for you profiles corresponding more or less to your needs. Finally, also remember to go through your network to find the rare pearl. By word of mouth, you can find profiles that meet your needs and whose skills and skills have been validated by your contacts.
Word of mouth?
Do not hesitate to ask your partners if they know profiles that may suit you. A technique that develops more and more is to go through its followers on Twitter for a connection with qualified profiles. The word of mouth technique is often judicious, but nevertheless should not be reached all your confidence on the recommendation of your contacts. Still seek to get a good idea for yourself by subjecting candidates to the same recruitment processes as other people, not recommended.
The announcement: to work with the most
great care
First contact between your business and the candidate, the announcement is of crucial importance to attract good profiles. But writing this ad is not excellent. Consequently, the business manager receives too many CVs, most of whom are not really suitable for the offer, and which he will take a long time to classify. Small return therefore on the essential elements that this announcement must include, and on things not to be published (or realize), under penalty of being in violation with the law. Start by presenting the environment of the position in which the future employee will evolve. Present the company, its sector of activity, its evolution on the market and the type of providers or customers with whom it works. Take advantage of the announcement to enhance the position and dynamism of your business.
The role of ads
Remember that the announcement of job offers represents a significant communication bias for the company, proving the vitality of your start-up to the market and customers. Then switch to a presentation of the position to be filled: the type of contract envisaged, the tasks to be carried out, the role of the position in the operation of the company, the tools made available to the employee, the people with whom he must work within of the company or externally, the place of the future recruited in the organization chart and finally working conditions (salary, benefits in kind, schedules, workplace, etc.). The profile sought must be clearly defined: type of training required and level of study, the necessary experience, the compulsory technical skills as well as the human qualities imperative to the proper realization of the requested tasks (team spirit, resistance to stress … ).
Watch out for legal rules!
You must pay particular attention to strict compliance with legal rules in connection with recruitment legislation. The job offer should not include an age limit for the position or contain false allegations or likely to mislead the candidate. Of course, you must completely banish any reference to discriminatory criteria: sex, physical appearance, nationality, political opinion, religion, family situation….
Be sure to write an “attractive” announcement. This can even be atypical in its tone, even funny. It must reflect the state of mind that reigns in your business. A quirky tone will allow you to stand out from other announcements and attract profiles really corresponding to your values.