Hire the right person every time

We feel much better equipped to handle growth and staff recruitment.

Philippe provided guidance on the topic of recruitment. It was both a consultation and a training session.

The main issue stemmed from the difficulty in recruiting staff. We thought we had clearly defined the skills required for the position. Our approach was based on the company’s organizational chart, rather than on the job itself.

The key to this approach lies in drafting the job description. It is the cornerstone of the recruitment process. This document has provided us with a wealth of information about the position and the key competencies required, and helps us distinguish between what is essential and what is less so.

The rest of the recruitment process then proceeds smoothly, from drafting the job posting to selecting candidates for interviews.

The interview process is quite unique, and—provided you’ve done thorough preparation beforehand (which is actually quite straightforward with the job description)—it allows you to select the right candidate that very same evening

This training program is intended to last until the end of the employee’s probationary period, but it is a much more powerful tool that allows the company to track the career progression of all its employees.

This training significantly reduces the margin of error in the hiring process. It also helps structure all of the company’s positions by defining the specific skills required for each role, the level of experience needed, and the requirements for employee development, as well as establishing procedures for staffing replacements during employee leave.

Thanks to this guidance and training, I have radically transformed my management style.

I use the job description to structure the annual reviews.

I use it for feedback sessions to help employees understand where they stand and where I want to take them. They receive objective feedback on why they aren’t ready for a particular position—or, conversely, why they are.

As for the hiring of our first manager, it has been one month since they joined the company, and everything has gone smoothly so far. The job description framework is currently being rolled out across all positions in the company, including those of senior management.

The goal is to present it to employees within the next two months, use it for upcoming annual performance review campaigns, and develop training plans.

I’d like to thank Philippe for sharing this tool with us. We feel much better equipped to handle growth and staff recruitment.