Do you want to develop your transport company and expand your team? Recruiting an employee is a major challenge for a company. To succeed, it is essential to proceed step by step, starting with defining your needs. How do you go about it? How to identify potential candidates? What are the possible solutions and aids within the framework of this operation? Find out how to recruit an employee effectively by asking yourself the right questions at each stage.
Start by clearly formulating your recruitment needs. How will the employee be used for the company? What role will he play in the development of the company? What are the working conditions imposed? The analysis of these aspects brings you to the detailed job description, the content of which mentions:
In addition, to find the right candidate, a definition of the required profile is essential. Using the job description, decide what qualifications are needed for this job. This includes the required training, professional experiences and the qualities sought.
Once the characteristics of the position have been defined, proceed to determine the wage received by the employee, the consideration for the work done. Each company can set the amount of its choice, provided that it applies conventional and legal regulations. In fact, you must respect:
As you will have understood, it is from these essential points that you will be able to establish the salary of the new employee.
A company in the recruitment phase can, under certain conditions, benefit employment assistance. Obtaining these may in particular depend on:
Depending on the case, the assistance provided can take the following three forms:
Choose the one that best meets the needs of society. If it is a temporary position, for example to replace an absent employee, recruitment in FIXED-TERM CONTRACT (Fixed-term contract) is the ideal. On the other hand, in the context of a permanent project, it is more appropriate to favor a CDI (Contract for an indefinite period). Of course, apart from these two main types of contracts, there are others that can be applied depending on the circumstances. Naturally, regardless of the type of contract chosen, it will have to comply with labor law. To do this, consider getting the collective agreement of your professional branch.
Now that you have the information you need, proceed to develop The recruitment announcement. It must precisely contain the characteristics of the position and the qualifications required. This, in order to target the candidates who are most suited to this function. Moreover, for information, all job offers are supervised by The law. While some clauses are mandatory, such as the date of writing for example, others are strictly prohibited. This is particularly the case for discriminatory terms as well as false allegations. That's why, before publishing your ad, make sure it complies with the law.
Recruitment involves the receipt of numerous applications. So that you can identify the best candidates without wasting too much time, compare the CVs with the required profile. The technique is to rank your hiring criteria according to their level of importance.Are you absolutely looking for someone with five years of experience in the field? You will be able to dismiss any applications that do not meet this requirement. In the end, you will only be left with the applicants who stand out from the crowd, in other words, those who are a perfect fit for the job offer.
A decisive step, the interview is an opportunity for you to assess the professional skills of the selected candidates and to measure their motivation. The interview will allow you to make the right choice, one that is really beneficial for the company. In this context, as required by law, every recruiter must stay unbiased and just towards the applicants. All discriminatory questions, for example about religion and public opinion, are strictly forbidden.
That's it, you've just hired the ideal person for the job. Now all that remains is to formalize all this in writing. In this sense, it is recommended to entrust the drafting of the contract to a professional. of labor law. The support of the latter is the guarantee of a flexible and protective document, in favor of a relationship of trust between you and the employee. In the event that the employee is still in his current position, the employer gives him A promise of employment. It symbolizes the commitment of both parties to each other. Note that, regardless of the form that the latter takes, by SMS or email, it is equivalent to an employment contract.
The DPAE or Pre-employment declaration is the final stage of recruitment. All companies, with a URSSAF or MSA regime, are required to complete this formality. Indeed, every company must Declare your new employee to the competent bodies, this, within eight days prior to the recruitment date. Carrying out this procedure works in favor of both parties. It not only allows the company to claim a package of benefits, but also allows the employee to take advantage of his rights. That's why it's essential to do it. Know that currently, digitalization considerably facilitates the process. In addition, there are other legal obligations that should not be overlooked. Let's quote:
As an employer, you have several ways to help you find candidates and hire an employee. Here are several possible options.
Constantly in contact with job seekers, these agencies have the ability to put you in touch with the best profiles. They effectively act as intermediaries between candidates and companies.
Go through the recruitment agencies is interesting in that their support allows you to save time. You send them the required profile, they take care of everything possible, from the definition of the position to the selection of applicants. Generally, companies use the services of these organizations in order to find qualified employees. In other words, employees that are more difficult to find on the job market, such as managers and financial directors.
Through these platforms such as LinkedIn, the employer can obtain more information about potential candidates. Their activity on the networks provides more information about their personality and their interests.
As a professional in the transport of goods, collaborations bring various significant advantages. Whether it is for recruiting or for canvassing your customers, working in partnership with specialized platforms and companies allows you to save time and expertise, so that you can focus on your core business. By becoming a Shippr delivery partner, for example, you benefit from an application in which there are available deliveries, billing automation or even operational support that supports you in case of unforeseen events. To discover all the advantages that this collaboration offers you and to be able to multiply your monthly income with Shippr deliveries, complete the registration form.
