- Set the position
Define precisely the position that will be of recruitment: the job title, missions, related responsibilities, the possible evolutions …
Set the desired profile
Based on the definition of the position, identify the skills required for this training, special skills, experience, personal qualities, mobility …
- Choose the type of employment contract
There are several types of employment contract: fixed term contract (CDD), permanent contract (CDI), professional contract, etc.
The type of work contract that you retain and content must comply with the labor law. Particular, you must obtain the agreement of your professional branch
You can get information on the implementation of the Labour Code and collective agreements with the Departmental Labour, Employment and Vocational Training (DDTEFP).
- Write an ad
First selection filter, your ad must accurately describe the position and profile sought to target the best potential candidates in line with the requirements of the position.
Ad content is framed by law. You must ensure there mention any distinguishing criterion (age, sex, etc.).
Based resumes and cover letters you have analyzed, you will retain a number of candidates for interview. This interview should allow you to validate the professional skills of the candidate and measure motivation.
You must learn for administrative formalities related to hiring,
- The integration of your employee
For your employee is operational as soon hired, you must have prepared its integration and make yourself available on arrival and the time to the handling of his job. In fact, you’ll need to train your employees (operation of the business, approach your customers, transmission of know-how
The trial period
The trial period should allow you to assess the skills of your employees and the latter to assess whether the job suits him. The trial period is not mandatory and its maximum is set by the Labor Code and collective agreements.
During the trial period, the employer or the employee have the option to terminate the employment contract without the need to give reasons (there are, however, cases of abusive breaks in the trial period) . A notice period must be respected by all parties.
You can use a search firm to assist you in your recruitment:
definition of the position and profile;
selection of candidates (tests, interviews …).
A recruiting firm can save you a lot of time in your steps by selecting the top two or three candidates. In the end it’s still you who will have the last word!
The cost of a search firm is generally between 10 and 20% of gross annual salary of the hired employee. This cost may seem high, but keep in mind that self-treat 50 to 100 applications is not an easy task (analyzing CVs and cover letters, interview candidates receive, etc.).
Estimate the overall cost of hiring
If the arrival of an employee in your company stands for development of your sales, it is also a cost that does not weigh on the profitability of your business. It is therefore important to estimate the overall cost. We must distinguish between direct costs and indirect costs of an employee.
- Direct costs
The main direct costs are:
– Gross wages: consists of net pay and employee contributions;
– Employer costs: they are calculated on the basis of gross salary. These are health insurance contributions, family allowances, old age insurance, work injury, unemployment insurance, supplementary pension (Arrco Agirc), vocational training and taxes Wages and learning.
Indicative and out specific concessions and exemptions, the average rate of employer contributions is of the order of 40 to 45% (the rate varies depending on the number of employees and the level of compensation of employees).
According to the companies, it is also included in direct costs:
– Benefits in kind (food, housing);
– Bonuses: thirteenth month, holiday allowance …;
– Sharing and participation.
For the rate of the general social security scheme contributions, see Key figures .
- Indirect costs
Indirect costs include compounds of the resources the employee will be required for the performance of his work (materials, supplies, equipment).
The hiring subsidies
There are two types of recruitment assistance devices:
payroll tax exemptions or reliefs: said device “Fillon reduction” exemptions and breaks for companies located in certain areas (labor pool to revitalize, urban renewal area, rural revitalization, urban zone);
contracts helped work (young people, long term unemployed, in particular): Future jobs, unique integration contract, professional contract, etc.
Hiring an employee in the context of assisted contracts can be a very good financial operation. Your first criterion for recruitment must remain the adequacy of the candidate to the position. In the end, nothing is cheaper than the right person in the right place in your business!