6373b76d3d853b2f8c032d98 - (Ebook) Smart Hiring 2023 - Best Practices
6373b76d3d853b2f8c032d98 - (Ebook) Smart Hiring 2023 - Best Practices
6373b76d3d853b2f8c032d98 - (Ebook) Smart Hiring 2023 - Best Practices
www.pipplet.com
INTRODUCTION
As everyone knows, the role of the recruiter has changed dramatically in
recent years. With the advent of technology, recruiters are now expected to
be experts in sourcing, social media, and data analytics. In addition, they
are often responsible for managing the candidate experience from start to
finish. With so much responsibility, it’s no wonder that recruiters are feeling
the pressure.
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INTRODUCTION (CONTINUED)
This e-book has been designed for them, with 100 % of best practices
shared by best-in-class recruiters with their peers.
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Passionate about recruitment, Pipplet helps companies
improve their efficiency in hiring new talent.
www.pipplet.com
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“Pipplet has helped us in
hiring new employees for
roles in languages we
would in no way be able to
test on our own.
Andrew K.,
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SUMMARY
Nurture your employer brand and ensure your visibility........................
1. Seek out young talent through university partnerships...............................
2.Strengthen your attractiveness through the use of student ambassadors
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SUMMARY (CONTINUED)
26. Evaluate intellectual aptitudes via a “serious game”...................................
27. Estimate retention potential early in the process........................................
28. Have a case presented to a jury: the “panel interview”...............................
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Nurture your
employer
brand and
ensure your
visibility
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1
Seek out young talent
through university partnerships
SPORT RADAR
information services
Jana Brutovska
Senior Talent
Acquisition Partner
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2
Strengthen your
attractiveness through the use
of student ambassadors
UNDISCLOSED COMPANY
Management Consulting
Head of People
Confirmed results: Thanks to this system, the firm benefits from two
major impacts: on one hand, an increase in the number of
applications from these schools, and on the other, improvement in
the quality and relevance of job applicants.
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Structure the
recruitment
process
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3
Co-construct and
structure a solid hiring plan
(HR + management)
MANOMANO
Internet / E-Commerce
Xavier DEJEAN
Senior Tech Recruiter
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4
Define a shared
scoring system (scorecard)
MANOMANO
Internet / E-Commerce
Xavier DEJEAN
Senior Tech Recruiter
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Promote the
position and
generate
applications
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5
Facilitate the filing
of applications
WEBHELP
Outsourcing / offshoring
Cécile MENANT
Talent Recruiter
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6
Offer a referral bonus to grow
the pipeline of qualified candidates
ROBERT HALF
Staffing & Recruiting
Raphaële ROJAS
Talent Acquisition Manager
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7
Making job titles and
descriptions more attractive
ROBERT HALF
Staffing & Recruiting
Raphaële ROJAS
Talent Acquisition Manager
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8
Practice direct approach on
LinkedIn via paid campaigns
UNDISCLOSED COMPANY
Luxury Goods
VP Global Talent
Acquisition & Mobility
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9
Target specific candidates
via professional tools
UNILEVER
Consumer Goods
Frédéric COVEZ
Recruitment and Training Manager
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10
Restore equal opportunities
by daring to recruit without
requiring a CV
UNDISCLOSED COMPANY
Food & Beverage
Recruitment Officer
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Pre-qualify
and filter the
list of
candidates
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11
Have candidates
express themselves in a
motivational video
UNDISCLOSED COMPANY
Food & Beverage
Recruitment Officer
Issues: This leading food industry company found that it was wasting
a lot of time on the interview process. Too many interviews were
being conducted with candidates who turned out to be insufficiently
or inadequately qualified.
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12
Screen candidates
and then schedule
interviews via AI
UNDISCLOSED COMPANY
Computer Software
Senior Talent Acquisition Specialist
Issues: The first part of any recruitment process involves some time-
consuming. This is the case for the sorting of applications and the
sending of emails to candidates in order to organize the first
interviews.
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13
Organize informal
meetings to better discover
the candidates
UNDISCLOSED COMPANY
Management Consulting
Head of People
Issues: Having the impression that it was not really able to perceive
the personality and potential of candidates in a traditional
recruitment process, this leader in strategy consulting set up meeting
times with its candidates in a less formal context.
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14
Check the key elements
of the CV at the beginning
of the process
ROBERT HALF
Staffing & Recruiting
Raphaële ROJAS
Talent Acquisition Manager
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15
For multilingual positions,
assess language skills
before any interview
UNDISCLOSED COMPANY
Internet / e-commerce
Senior Recruiter & Team Lead
Issues: When specific language skills are required for a position (in
this case, customer service), it is sometimes discovered too late that
the candidate does not have the required level. This is unfortunate, as
recruiters could have saved time by identifying this gap much earlier
in the process.
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Evaluate and
screen the
best profiles
via tests (automated or not)
via interviews (individual or group)
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16
Entrust the assessment to
specialists to accelerate the
company's international growth
SHOPIFY
Internet / Software
Melissa HURLEY
Recruitment Manager
Issues: The famous e-commerce platform for online stores and retail
point-of-sale, was growing rapidly but only in a few languages (English,
French, and Spanish), leading to frustration among customers who
were not able to communicate effectively with the company. Shopify
needed to hire customer service representatives in other languages,
but its recruiters could not assess them because they did not speak
the language.
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17
Start the interview series
with a top manager
UNDISCLOSED COMPANY
Management Consulting
Executive Search Senior Consultant
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18
Evaluate “soft skills”
with precision
TRANSEARCH
Management Consulting
Vladimir POLOMSKY
Executive Search Professional
Issues: Recruiters know it all too well: it’s not uncommon to find out
after hiring that some candidates, even if they have the “hard skills”
necessary for the position, do not have the interpersonal skills or values
that others in the company are used to and expect.
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19
Lever psychometric tests to
assess whether candidates are a
good fit with the business culture
UNDISCLOSED COMPANY
Management Consulting
Executive Search Senior Consultant
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20
Practice cross-assessment
to gain objectivity
UNDISCLOSED COMPANY
Management Consulting
Executive Search Senior Consultant
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21
Decipher past experiences
via the STAR method
MANOMANO
Internet / E-Commerce
Xavier DEJEAN
Senior Tech Recruiter
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22
Test candidates via a
custom-made business case
UNDISCLOSED COMPANY
Management Consulting
Head of People
Issues: This leading strategy consulting firm found that the proposed
business cases were too generic and already circulated and used
among candidates. As a result, they neither identified the candidate's
true potential nor prevented recruitment errors.
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23
Conduct group interviews
to increase efficiency
UNDISCLOSED COMPANY
Luxury Goods
VP Global Talent
Acquisition & Mobility
www.pipplet.com | Page 34
24
Assess personality in
group sessions
EY PARTHENON
Accounting
Nicolas PETIT
Talent Attraction & Acquisition
Leader for Strategy &
Transactions
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25
Test cooperation skills
through an interactive game
UNDISCLOSED COMPANY
IT & Services
Recruitment Manager
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26
Evaluate intellectual
aptitudes via a “serious game”
UNDISCLOSED COMPANY
Management Consulting
Digital & Analytics Recruiter
Confirmed results: This game saves time and efficiency for the
recruiter by selecting the most skilled candidates—not those who
have crammed the most just before the interview.
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27
Estimate retention potential
early in the process
TRANSEARCH
Management Consulting
Vladimir POLOMSKY
Executive Search Professional
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28
Have a case presented to a
jury: the “panel interview”
UNDISCLOSED COMPANY
Computer Software
Senior Talent Acquisition Specialist
www.pipplet.com | Page 39
Secure the
hiring decision
and encourage
acceptance of
the offer
secure the hiring decision
promote acceptance of the offer
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29
Discuss salary requirements
at the first meeting
N26
Financial Services
Mohamed AMIN
Recruiting Partner
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30
Negotiate contractual terms
early on in the process
WEBHELP
Outsourcing / offshoring
Cécile MENANT
Talent Recruiter
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31
Introduce the best candidates
to their future team
UNDISCLOSED COMPANY
Internet / e-commerce
Senior Recruiter & Team Lead
Issues: The interview phase often does not allow for a full evaluation
of the “soft skills” of the candidates and is not sufficient to prevent all
recruitment errors. It just so happens that candidates present an
advantageous facade, but then have difficulty taking charge of their
position or adhering to the company's values.
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32
Focus reference checks on
negative returns
N26
Financial Services
Mohamed AMIN
Recruiting Partner
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33
Confront points of view
during the reference check
UNDISCLOSED COMPANY
Management Consulting
Executive Search Senior Consultant
Actions taken: To get more value from reference checks, this leading
recruitment company asks candidates for four references. The
objective is clear: to be able to compare the points of view of several
people who have already worked with the candidate.
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34
Objectivize and simplify the
final decision-making process
AUTO1 Group
Internet
Rachid SARHDI
Corporate Recruiter
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35
Remove the salary
negotiation step
UNDISCLOSED COMPANY
Management Consulting
Executive Search and
Assessment Professional
www.pipplet.com | Page 47
36
Offer a short-term contract to
make acceptance more enticing
UNDISCLOSED COMPANY
Internet / e-commerce
Senior Recruiter & Team Lead
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37
Have the promise to hire
signed electronically
WEBHELP
Outsourcing / offshoring
Cécile MENANT
Talent Recruiter
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Support and
make a
success of the
new position
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38
Integrate new recruits
by cohort
UNDISCLOSED COMPANY
Management Consulting
Digital & Analytics Recruiter
Actions taken: The firm decided to integrate its recruits into groups,
over well-defined periods, in order to create a “cohort effect” and to
initiate solidarity and team spirit among the new employees.
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39
Organize integration
sessions shortly after arrival
Issues: Swiss Post Solutions wanted to make the first days more
pleasant for new recruits who—buried in information from
onboarding—had difficulty assimilating all the issues.
Actions taken: Two integration days are now organized for all new
recruits. New recruits are invited to attend these days only after they
have been with the company for several weeks, when they have
begun to settle in.
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40
Successful remote onboarding
via a dedicated platform
UNDISCLOSED COMPANY
Luxury Goods
VP Global Talent
Acquisition & Mobility
www.pipplet.com | Page 53
41
Offer 100% digitalized
onboarding for telecommuting
recruits
UNDISCLOSED COMPANY
Online Media
Tech Recruiter
www.pipplet.com | Page 54
42
Welcome new recruits through
an immersion in the company
UNDISCLOSED COMPANY
Internet / e-commerce
Senior Recruiter & Team Lead
Issues: During the first few months in the company, new recruits are
often confined to their department while they assimilate their new
tasks and get their bearings. As a result, familiarization with the
general functioning of the company and with the entire group is
typically slower.
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Invest in the
candidate
experience
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43
Enhance the company's
image with candidates
TRANSEARCH
Management Consulting
Vladimir POLOMSKY
Executive Search Professional
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44
Guarantee recruitment
in just 10 days
ROBERT HALF
Staffing & Recruiting
Raphaële ROJAS
Talent Acquisition Manager
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45
Allow recruiters
to coach candidates
UNDISCLOSED COMPANY
Management Consulting
Digital & Analytics Recruiter
Actions taken: This firm has set up a unique coaching system. Each
candidate is supervised throughout the recruitment process by a
recruiter. The recruiter makes the first phone call with the candidate,
and after each interview, conducts a debriefing with the candidate in
complete transparency, in order to share the positive and negative
aspects identified during the interview.
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46
Ensure regular debriefings
throughout the process
UNDISCLOSED COMPANY
Internet / e-commerce
Senior Recruiter & Team Lead
www.pipplet.com | Page 60
47
Share feedback with the
candidate after each interview
WEBHELP
Outsourcing / offshoring
Cécile MENANT
Talent Recruiter
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48
Offer an application to help
prepare for interviews
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49
Guide candidates through the
interview process via a chatbot
EY PARTHENON
Accounting
Nicolas PETIT
Talent Attraction & Acquisition
Leader for Strategy &
Transactions
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Capitalize on
candidate
data
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50
Centralize all candidate
data in the ATS
UNDISCLOSED COMPANY
IT & Services
Florence Real Rougier
Recruitment Director
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51
Tag candidates to maintain
a pool of candidates that can be
used at any time
MANOMANO
Internet / E-Commerce
Xavier DEJEAN
Senior Tech Recruiter
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