4
PROCESS OF RECRUITMENT
Presented by Foucault d'Espinay,
Antoine Codet, Louise Barroit, Noëllia Mathé
for HRM
Candidates
to understand the hiring process from different perspectives
CANDIDATES
9 PEOPLE
with demographics differences
7 PEOPLE
2 PEOPLE
career sheet
1 CANDIDATE
was hired by word of mouth
1 CANDIDATE
passed an exam to get his job
1 CANDIDATE
was asked to join the company
6 CANDIDATES
applied for a new post
SMEs
Large firm
different perspectives
SMEs - Large Firms
to distinguish the 7 candidates :
4 joined a SMEs 3 a large firm
two women and two men two women and one man
work locally high national and international dimension
sectors : IT, medical and accounting companies : EDF, CCI and in real estate
Seniority
different perspectives
Seniority
4 CANDIDATES 3 CANDIDATES
have spent more than 5 years have spent less than 5 years
We notice that an older candidate stayed longer in the company and conversely for a younger candidate.
Process of recruitment
PROCESS
process of recruitment
I- Before the process of recruitment
II- During the process of recruitment
III- After the process of recruitment
Before recruitment
How did they find the job interview?
- Professional newspaper
BEFORE
- Contacts
How did you apply?
- Appointment at the place
- Phone appointment
How did you prepare for the interview?
- Skills + added value
- Company information
- Explain your career path
During
DURING
How was the form of the interview ?
- Mostly physic
- The numbers of interviewers change
The code for the topic.
How many interviews did u got ?
- One
- Two
- More than 3
After
How long did you have an answer after the interview ?
AFTER
- Directly
- 2/3 days
- One week
The code for the topic.
How do you get the response ?
- Phone
- Directly
Feedback about the recruitment process
FEEDBACK
fears & impressions
I - Concerns during the recruitment process
II - Positive impressions of the process
III - Negative impressions of the process
Fears about the interlocutors present during the interview:
Concerns
- Numerous and impressive interlocutors for big companies
- Less impressive interlocutors in small businesses
Concerns about competition with other candidates and the selective nature of the interviews
- Increased competition in large companies
For big companies :
Positive impressions
- smooth and well-organized processes
- enriching interviews with good feedback
For small companies :
- easy contact with the employers
- less time-consuming processes
For big companies :
Negative impressions
- too long and stressful processes
- very unwelcoming welcome and destabilizing processes
- feeling of discomfort
For small companies :
- No negative points were mentioned
A
The code for the topic.
QUESTIONS
With your personal experience :
What do you think about the process of recruitment in big companies ?
A
The code for the topic.
QUESTIONS
What was your experience ?
How did you feel during the different step of the process ? (Way of finding your internships, the person to contact, time for response, ...)