Collaborative recruitment: THE winning strategy for attracting talent?
Collaborative recruitment is emerging as an essential strategy for companies looking to boost their recruitment processes. This approach, which favors the active participation of teams in the recruitment of new talent, stands out for its ability to strengthen cohesion while optimizing the quality of recruitment.
Trend or real opportunity for recruitment? Find out in this article!
1. Collaborative recruitment: Definition
Collaborative recruitment is an approach in which employees are involved in their company’s recruitment strategy, alongside HR. This method involves teams at different stages of the recruitment process, from defining the job profile to the final selection of candidates.
Here are a few examples of collaborative recruitment strategies:
1. Initiate peer interviews
This approach concerns the candidate selection phase. The principle: include interviews conducted by future colleagues in the recruitment process. This enables candidates to gain a better understanding of the working environment, and current employees to assess the candidate’s suitability for the team and the position. It also supports the company’s employer branding strategy.
2. Form multidisciplinary recruitment committees
Another approach to collaborative recruitment is to form recruitment teams made up of members from different departments, not just human resources. These committees are involved in the entire recruitment process, from defining the job to interviewing and evaluating candidates. This ensures a broader vision and a better assessment of candidates’ fit with the company’s culture and needs.
The disadvantage of this strategy is that it requires the mobilization of non-HR teams, which means it takes time!
3. Set up a referred recruitment program
Another approach to collaborative recruitment is to form recruitment teams made up of members from different departments, not just human resources. These committees are involved in the entire recruitment process, from defining the job to interviewing and evaluating candidates. This ensures a broader vision and a better assessment of candidates’ fit with the company’s culture and needs.
The disadvantage of this strategy is that it requires the mobilization of non-HR teams, which means it takes time!
4. Organize immersion days
Here, the approach is to invite candidates to spend a day or a few hours on the company’s premises so that they can observe the working environment and interact with the teams. This is a good way of assessing the candidate’s potential integration and gives the team an opportunity to express its opinion on the candidate. From the candidate’s point of view, this is a real plus, as it allows them to really project themselves into the team and the company during the recruitment process.
All these approaches can be combined to offer a complete collaborative recruitment process!
2. The benefits of collaborative recruitment
1. Recruit the best candidates
In a collaborative recruitment process, several people are involved, not just HR. This means there will be a diversity of opinions on candidates. As a result, the chances of making a mistake are clearly reduced. Having several points of view helps to better assess whether the candidate is really what the company is looking for, both for the job and for the team atmosphere. As a result, the risk of making a poor recruitment decision is greatly reduced.
2. Develop team commitment
Beyond the quality of the new recruits, collaborative recruitment also impacts on the commitment of the company’s employees. Involving them in the choice of their future colleagues develops their sense of belonging: they feel recognized by their company and fully involved in its strategy. Collaborative recruitment is a lever for engaging and retaining talent.
3. Simplify the induction process for new employees
Candidates recruited as part of a collaborative process then have an easier time integrating into the company when they arrive. This is because they have already been “approved” by their future colleagues. This makes theonboarding process easier for everyone.
Good to know : Referral, a collaborative recruitment strategy, also has an impact on turnover. For example, at the Caisse d’Epargne Côte d’Azur, 93% of employees recruited via cooptation are still with the company 3 years later. This proves that employees recruited this way are well integrated into the company.
4. Providing a pleasant working environment
Working with different teams to select new employees strengthens cohesion. This improves working conditions, making for a more pleasant and productive atmosphere.
3. Set up a collaborative recruitment process
Setting up a collaborative recruitment process is not something that can be improvised. It’s essential to frame the process in such a way as to make it effective and clear to all stakeholders. Here are the 4 essential steps to achieve this.
Step 1: Clearly define roles and responsibilities
The first step in setting up a successful collaborative recruitment process is to clearly define the roles and responsibilities of each player in the process. This includes creating a structured framework that specifies who is involved and when.
Questions to ask yourself :
- Which stages of the recruitment process are collaborative?
- Who is involved in the process? Employees? Managers?
Step 1: Clearly define roles and responsibilities
The first step in setting up a successful collaborative recruitment process is to clearly define the roles and responsibilities of each player in the process. This includes creating a structured framework that specifies who is involved and when.
Questions to ask yourself :
- Which stages of the recruitment process are collaborative?
- Who is involved in the process? Employees? Managers?
Step 2: Train team members
Collaborative recruitment involves non-HR staff. To guarantee the effectiveness of the recruitment team, it is essential to train team members. It may be useful to train them in interview techniques, for example, or to teach them how to present the company or talk about its benefits.
Step 3: Use collaboration tools
The adoption of collaboration tools and project management platforms is crucial to facilitating communication between members of the recruitment team and tracking the progress of the selection process. These tools make it possible to centralize information, exchange feedback and make decisions more efficiently.
For example: for a referral program, setting up a digital referral platform is essential. It will simplify the process. You’ll be able to publish and distribute your job offers internally, thanks to digital technology. Your employees will be able to recommend suitable candidates in just two clicks, and you’ll be able to keep them informed of the outcome of their recommendation. What’s more, the digital platform will enable you to animate your referral program – essential for keeping your staff involved!
Step 4: Establish a culture of constructive feedback
Collaborative recruitment relies on an open and honest exchange between all participants. So it’s important to encourage a culture of constructive feedback, where everyone feels comfortable sharing their impressions and recommendations about candidates.
Collaborative recruitment is much more than just an HR trend; it’s a relevant strategy that meets companies’ recruitment needs. By encouraging team involvement in the selection process, companies can not only improve the quality of their recruitment, but also strengthen employee cohesion and commitment.
About Keycoopt System
Keycoopt System is a collaborative recruitment solution. The solution offers a white-label platform to digitalize and manage your referral program and internal mobility strategy. It enables employees to: apply, recommend a person in their network, and share job offers on social networks.