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he first step in the recruitment process is about determining the decision to recruit. This can be done upstream with a recruitment plan for special events, conducted by public or private sectors.

This choice is guided by three key parameters :

1. Strategic Analysis to validate the need of the local or regional community in terms of skills, matched with the implementation policy.
2. The demographic study directly inspired by social report or the economic and local impact of an event will define the candidate profile(s) so as to rebalance the age, gender and qualifications.
3. Tracking payroll and budgetary constraints on the community will be the trigger to recruit or not.

This needs analysis crossed with the required skills expressed by the different divisions must then be brought in to internal career management…

In this context, our recruiting software for public sector provides a validation process (optional) of recruitment needs :

• Your upper management emits a recruitment request
• It is subject to an internal validation process, in one or more steps
• The request is validated or not by an assistant, a manager or the HR department

2 scenarios are possible if the recruitment request has been validated: a choice is made between internal mobility and external recruitment.

Give an agent the opportunity to benefit from mobility or internal promotion and offer it a new job.

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he internal recruitment has many advantages: security, speed and especially the certainty of cultural fit between the agent and the community, be it a regional council, general council or town hall … But that possibility is not available to every recruitment for different reasons like availability, competence among the personal or simply something unwanted: for a new position, requiring new or specialized skills, it may be more relevant to the community to partner with new collaborators, coming from varied horizons and bringing a different vision, new blood and ideas. Last, internal mobility is not always possible: it can be difficult to promote an officer who would become the supervisor of its former colleagues.

Our candidate application follow-up tool for public sectors offers of course an internal mobility management module.

External recruitment is often the second scenario to be used as a great leverage to get a significant number of qualified candidates :

• Mandatory advertising with the service management center
• Consulting the pool of spontaneous candidates
• Consulting the winners list of suitable candidates
• Ad in schools, colleges and universities
• Specialized media (la gazette des communes, etc.)

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ur recruitment solution dedicated to communities and public sector makes you benefit from a dedicated job web site. It attracts candidates applying via your site, so you have all the criteria to select them for the panels.

The third stage of recruitment is the candidates selection. This usually requires time to prevent a discriminating process due to a quick browsing of the applications.

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he formal aspect of the resume layout and the motivation letter plays an important role in the pre-selection stage. This phase of the recruitment of discovering the candidate, its experience and expertise is demanding. Some communities sometimes use external firms with prohibitive pricing to validate their choice, using personality, cognitive tests. If this practice helps bring crucial inputs, it is important to remember that recruitment can’t only be made based on the results of these types of tests. It is mainly the candidate interview and the consistency between motivation and competency crossed with the job requirements that must be the main criteria.

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ur candidate and resume application management solution for the Public Sector enables to attach on each candidate in the database these test results, feedback from each stage of the recruitment process, observations from interviews, etc.

Another important point, management of the interview panels : appointment, planning and traceability are complete in our recruitment software !

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olia makes you benefit from the interviews forms in our recruitment management solution. These forms are of course adaptable and customizable (and not mandatory).

Thus, the recruitment interviews are always conducted in a professional and structured way, without being locked in the responses analysis. On the contrary, it may seem more important to leave room for spontaneity, both from the panel members and the candidates.

The main idea is to put the candidate at ease to obtain as much information as needed for the decision making. The behavioral aspect of each candidate, its expression, speech, nonverbal communication and consistency with regard to the expectations set forth in the job description must be given particular attention.

An in-depth technical skills analysis can sometimes be based on an assessment center during a role play using concrete situation. But beware, it only supports the decision. The course of the interview should leave enough room for candidate’s words, to express its perception of the position, talents and motivation.

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olia can, if necessary, bring you the technical bases on conducting an interview, the timeline to follow, the roles distribution and the candidates criteria selection. The participation of the recruitment panel members leader appears as an essential element in the choice of candidate.

Post-recruitment, the successful candidate is appointed as a probationary official for a period of one year. (The decree of 28 May 2008 mandates the statutory training of all officials including the territorial integration and professional training.)

The successful integration of the agent is a guarantee of success for its professional future and career management. However, a deficit in the integration process can quickly lead to motivation failure leading to a more or less rapid divestment of the employee.

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o control the agent integration phase, our community recruitment software helps, with scheduled tasks, to continue the recruitment process with post-integration stages and integration interviews at D+10, D+30, and M+3 from the start date. This interview feature is coupled to a callback feature in the HR calendar.