Hiring seems simple in theory, but between writing the job posting and signing the contract, there are many steps and mistakes are costly.
Here's a step-by-step guide to structuring your process:
Step 1: Define the real need
Before you write anything, clarify: why does this position exist? What results do you expect from this person in the first 90 days? Which skills are truly essential? This step prevents costly misunderstandings mid-process.
Step 2: Write a job posting that attracts
The job posting is your candidate marketing tool. It should describe the role precisely, reflect your culture, include a salary range and explain the selection process. The more transparent it is, the more qualified candidates it attracts.
Step 3: Assess rigorously
A good assessment process combines structured interviews, skills tests and reference checks. Decisions based on gut feeling alone increase the risk of a bad hire. Use an evaluation grid shared by all interviewers.
Step 4: Make a convincing offer
A well-prepared offer includes the salary, benefits, start date, exact title and working conditions. Present it verbally before sending it in writing: this lets you make adjustments if needed and secure acceptance.
Step 5: Prepare the welcome
Hiring doesn't end at the signature. A structured onboarding plan (workspace ready, access to tools, meetings scheduled) significantly reduces the risk of the new employee leaving within the first 90 days.
"A successful hire doesn't stop at the signed contract. With Industrielle RH, get end-to-end support to turn every hire into a lasting integration.