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  • The recruiter’s guide to ChatGPT: How ChatGPT can help you hire the best candidate

    You are a recruiter who wants to use ChatGPT to help you make your recruitment process more efficient, but you do not know where to start. With this step-by-step practical guide, you will be able to implement the best strategies to be used to make ChatGPT an indispensable tool for streamlining your recruitment process. Follow these steps and you won’t regret it! Index: 1. The context 1.1 Custom instructions 2. The job offer 2.1 The prompt 3. The strategy 1. The context Before starting, we need to set our tool according to the context. It is essential to provide specific key information by clicking on “Custom instructions” on the left menu. When we talk about "context" we refer to the environment within which you wish to operate and how you want ChatGPT to respond to your input. That is to say, the “prompt”, of which we will talk about it later. 1.1 Custom instructions You need to explain a list of information: 1.1 Your profession or role within your business– example, if you are a recruiter within the IT sector, you can simply state your role, how long have you work as an IT recruiter and on what your business is based on. 1.2 Your objectives – so to say, the number of candidates you want to find and place into your clients’ teams and in how much time 1.3 Specified interests 1.4. Your value and principles 1.5 Learning style 1.6. Mastery of the language 1.7 Specialized knowledge 1.8 Educational background In the second part of your Custom Instructions you can specify: 1.9 Tone of Voice: how you want ChatGPT to reply - formal, informal, professional, dynamic, enthusiastic, spontaneous et authentic 1.10 Response type: you can set ChatGPT to go straight to the point in listing the step-by-step and what it is needed to be done to accomplish the task. 1.11 Detail level: provide practical and synthetic explanations. 1.12 Types of suggestions: share creative and original ideas according to the newest trends within the recruitment sector. 1.13 Types of questions: the questions should stimulate strategic thinking and creativity. 1.14 Verifications: always check the compliance with the best recruitment practices 1.15 Source: always cite the source of the information provided on algorithm updates 1.16 Level of critical thinking: help in critically evaluating the performances. 1.17 Level of creativity: try to be creative when answering questions 1.18 Problem-solving approach: adopt a pragmatic approach 1.19 Bias knowledge: avoid biases when choosing subjects 1.20 Language preferences: you can simply state the languages that you master. At this point, you have now configured ChatGPT and created the perfect environment so for it to respond at its best. 2. The job offer Now let’s focus on the second step asking ChatGPT to work on a job offer, but first we need to understand what a “prompt” is. The prompt has always been used for as long as computers have existed. It is in the technical jargon the instruction – the input – to be given to the machine for it to accomplish what we want it to do. 2.1 The prompt In the first part of the prompt you will specify that ChatGPT is an expert in recruiting and, with a modern approach, it masters all the techniques to identify recruitment needs. At this point, you need to specify that its actions are guided by two main principles: 2.1.1 Employer brand: It is how the brand wants to be perceived by the audience – its brand image - both internally and externally. 2.1.2 Employee Advocacy: the employees are the first ambassadors of the brand. After having defined these two essential points, you can now describe: 2.1.3 The person you are looking for 2.1.4 The mission of the job offer 2.1.5 The characteristics and the main points of your offer 2.1.6 Check if all the already aforementioned points are good enough or it is necessary to fill with more information. In order to elaborate the perfect job offer, you are going to ask him to list all the lacking information according to the context given in the beginning in the Custom instructions. Then, you will ask him to provide a critique on this version of the job offer while also giving it a rating from 1 to 5 stars. After, based on the judgment, at the step 3, ChatGPT will optimize the same job offer by providing a better version. Lastly, you will specify that to go to the next step, ChatGPT will wait for your approval. By doing so, you will take your time to evaluate its replies and reformulate if necessary. In this case we used one of our job offers and asked ChatGPT to optimize it. The prompt will look like this: “You are an expert in recruiting, and you master all the techniques to identify recruitment needs. You have a modern approach to recruiting. Your actions are guided by two main principles: first, the employer brand; second, the employee advocacy. You will help me in writing the best job offer. I would love to recruit a Netsuite Consultant on behalf of our client. Under the responsibility of the IT Director, the mission of the consultant is to manage the support and maintenance of Oracle Netsuite. Being the guarantor of improvement by organizing and managing the internal releases, to carry out precise monitoring using the right indicators and to measure customer satisfaction. The mission and the characteristics of the mission are the following: Responsibilities: Oracle Netsuite support and maintenance: You are responsible for the Oracle Netsuite support process and problem resolution in accordance with the SLAs defined with the CIO and the VP business operations. You implement the correct process, relying on internal IT resources and our external third-party provider responsible for maintaining Oracle Netsuite. You become a Netsuite expert capable of solving certain problems or providing an appropriate response to key users. Managing Oracle Netsuite enhancements and releases: You are responsible for the process of covering the business needs in terms of change requests, in accordance with the change and release management process and governance already in place. You manage change requests prioritized and arbitrated by the business unit concerned, while respecting the allocated budget. You assign priorities to our external third-party provider in charge of configuration, development, customization, and implementations of Oracle Netsuite, and ensure follow-up. KPIs and reporting: You set up the right KPIs and reports to track support activity, change requests and version management, in coordination with the Business Operations team. You measure customer service level satisfaction and propose relevant and appropriate adjustments to guarantee and increase service levels. Requirements: Master's degree and minimum 5 years as an ERP Business Analyst or similar position, ideally in an international company with several legal entities on the same instance, based on a Core Model. Skills: Knowledge of at least one ERP, ideally Oracle Netsuite, with good technical and functional knowledge. Writing functional specifications. Project management. Ability to work with an international team and cross-functional resources. Fluent English, both spoken and written; French is an asset. In order to provide with the best job offer, you are going to follow these next steps: First step: list all the lacking information, if needed, in order to work on the best job offer Second step: write a first draft of the job description Third step: review this first draft by giving it a rating out of 5 stars and listing the improvements to be made to obtain 5 stars out of 5 (the perfection). Fourth step: improve the job offer based on your critics IMPORTANT: for each step you will ask me to go haed and you will wait my answer to continue” Step One: Step Two: Step Three and Step Four: 3. Strategy Once the context is clear and the job offer is ready, you can put in place your strategy! Indeed, you need to share to your audience and let them know that you are looking to hire a professional for a specific need. You will specify once again it has a modern recruitment approach and that it will help in diffusing our job offer on the network by following the fourth next steps: 3.1 Define the ideal candidate’s profile including both his/her characteristics and expectations. 3.2 Identify the best actions to share the job description and provide a valid explanation for each of them. 3.3 Display in a table a step-by-step list of actions, in order to share the job offer. 3.4 Write an optimized Linkedin post that will be used to share the job offer. After, you can just copy paste your job offer, prepared before, and your prompt is ready. Step One and Step Two: Step Three: Step Four: Step Five: Now you have optimized ChatGPT to help you recruit the best candidate for your mission. For more information, you can watch the following video: How to RECRUIT with CHATGPT? (It's just mind-blowing). P.S. Do you know how the recruitment process works? If you are looking for a job or if you are a manager, it is crucial to have a clear understanding of the importance of a well-presented job application and interview!

  • Our practical advice for conducting effective mission monitoring with your IT consultant

    Regular and effective mission follow-up is the key to success when working with an IT consultant. It's not just about monitoring time sheets or having a check-in every six months. Proper mission follow-up requires consistency and the application of specific methods. The goal? Establishing effective communication to ensure collaboration, but also to strike the right balance between autonomy and control. You must provide your consultant with a clear enough framework for them to successfully carry out their tasks, while allowing them the maximum leeway to organize their work and contribute their expertise. In this article: #1 Establish clear objectives from the beginning of the mission #2 Fix regular tracking points #3 Resolve the blocking points #4 Give constructive feedback #5 Ask for feedback from your consultant #6 Anticipate important deadlines such as the end of the mission So how to go about it concretely? We provide you with our best advice in this article. #1 Establish clear objectives from the beginning of the mission A good mission follow-up starts right from onboarding. You must, in fact, define your expectations regarding outcomes and set objectives so that your consultant has a clear vision of what they need to achieve. These objectives must be: Specific Measurable Achievable Time-bound At the beginning of the mission, define your vision of a successful collaboration and be transparent. Take this opportunity to gather the expectations of your consultant regarding support and the elements they consider necessary for the success of their project(s). #2 Fix regular tracking points Once the mission has started, schedule regular slots for communication with your consultant. Choose a suitable frequency in light of the mission. This could be once a week, once a month, once every two months... Avoid checking in too often, as it may lead to unnecessary meetings, but also don't let too much time pass between your exchanges. Attention, these tracking points should not be your only moments of exchange with your consultants. You should maintain smooth daily communication, especially on the operational aspects of the mission. However, these exchanges should also provide the opportunity to regularly assess the following: 1. Progress of the mission and adherence to the schedule. 2. Results achieved compared to the set objectives. 3. Quality of deliverables. 4. Challenges encountered. 5. Solutions implemented. 6. Any information or resource needs. #3 Resolve the blocking points A good project management involves anticipating the difficulties that can compromise the success of the consultant's mission. Because if these difficulties are not detected in time, they can lead to delays, errors, and additional costs. The secret is not to wait for things to go wrong before taking stock! By regularly taking stock, you can anticipate potential bottlenecks and resolve them before they turn into real problems. #4 Give constructive feedback Feedback is a crucial element in monitoring the mission of an IT consultant. It is also a fundamental aspect of talent retention. Good feedback should enable the consultant to gather information about the quality of their work and to adapt to the company's expectations. Do not wait until the end of the consultant's mission to provide feedback on their strengths and weaknesses. Instead, offer feedback throughout their mission and provide guidance to enhance their performance. Here are some tips for giving constructive feedback to your IT consultant: Be specific and objective: Give concrete examples of what worked well and what can be improved. Be empathetic: Show that you understand the challenges faced by the consultant and that you are ready to help find solutions. Be positive: Focus on the positive aspects of the consultant's work, acknowledge their efforts and contributions, and encourage them to continue in that direction." #5 Ask for feedback from your consultant Feedback should be a two-way street. Requesting feedback from your IT consultant is indeed an essential practice to improve the quality of your collaboration and ensure the satisfaction of all stakeholders. Seeking feedback encourages open and honest communication between the company and the consultant, which can help quickly resolve issues and avoid misunderstandings. A consultant who feels that their feedback is being heard and considered will be more inclined to engage in their mission and contribute to the project's success by providing innovative ideas and solutions. #6 Anticipate important deadlines such as the end of the mission It is important to establish a clear mission tracking schedule with regular check-in dates to assess work progress and discuss upcoming deadlines. Particularly, the end of the mission should be anticipated as much as possible. In the event you wish to extend the collaboration with your freelance consultant, you must ensure their availability and willingness to continue the mission. You should also discuss the contract renewal terms well in advance of the mission's end date. This way, if your consultant, for example, wants to renegotiate their daily rate, you will have time for these discussions and avoid being in a tight spot just days before the contract ends. If the mission is not renewed, you should also plan for the consultant's departure and organize their off-boarding. You will likely need the consultant to document their activities or hand over their work to another person. Therefore, you should establish a concrete action plan and communicate it to your consultant in a timely manner. In conclusion, mission tracking is a key element in ensuring a successful collaboration with your IT consultant. By following these practical tips, you can ensure effective communication, anticipate important deadlines, and achieve your set objectives within the allotted time. This will result in increased performance and peace of mind!

  • The 5 job board where to find your next freelance mission (2023)

    Whether you're a marketing professional, a software developer, or a graphic designer, working as a freelancer has become increasingly popular. However, finding freelance opportunities can be a challenge, especially when you're just starting out in the field. That's why job platforms have become increasingly popular in recent years, offering freelancers opportunities to find work in their areas of expertise. In this article, we introduce the top 5 recruitment platforms for finding freelance work, with options tailored to different sectors and backgrounds. Index 1. Why Choose a Freelance Platform for Your Next Project? 1.1 Visibility and Network 1.2 Filtering and Customization 1.3 Market Knowledge 1.4 Selection of Specialized Missions 1.5 Professional Development 2. Free-Work 3. Freelance Informatique 4. Linkedin 5. Glassdor 6. Indeed 1. Why Choose a Freelance Platform for Your Next Project? 1.1 Visibility and Network Freelance platforms, such as LinkedIn, Indeed, Glassdoor, Free-Work, and Freelance-informatique, offer significant visibility to potential employers. With millions of users and businesses on these platforms, you have the opportunity to connect with a wide range of potential clients and expand your professional network. 1.2 Filtering and Customization These platforms allow you to filter job listings based on specific criteria such as job type, salary, location, and experience level. This helps you precisely target opportunities that match your skills and preferences. Furthermore, the option to set up job alerts ensures that you are notified as soon as a job matching your criteria is posted. 1.3 Market Knowledge Platforms like Glassdoor provide valuable insights into market rates, benefits, and working hours offered by companies. This allows you to negotiate fair compensation and make informed decisions when choosing freelance assignments. 1.4 Selection of Specialized Missions If you have specific IT skills, Free-Work and Freelance-informatique are dedicated platforms that connect freelancers with companies looking for particular expertise. This allows you to find highly specialized missions in your area of expertise. 1.5 Professional Development Some platforms, like LinkedIn, also offer online learning courses to help you improve your skills and advance in your freelance career. This allows you to stay competitive in an ever-evolving market. Free-Work Free-Work is a platform that connects specialized freelancers in the field of IT with companies in need of specific skills. It offers freelance job listings and projects for various profiles such as developers, project managers, data scientists, digital strategy consultants, and more. The platform stands out with its simple and intuitive interface, making it easy to search for freelance missions and connect with clients. Freelance-informatique As its name suggests, Freelance-informatique is a job search platform specifically tailored to freelance opportunities in the field of IT. The platform connects companies with freelancers specialized in the IT domain, enabling businesses to quickly find IT experts for their freelance IT projects. Freelancers registered on the platform, on the other hand, gain access to a broad array of job listings in areas such as IT, cybersecurity, web and mobile development, data science, and many more. Linkedin LinkedIn is the largest global professional platform with a community of over 700 million users worldwide. LinkedIn stands out as an essential tool for finding prospects, employers, and business partners. Freelancers can join relevant discussion groups to stay informed about the latest trends in their industry and discover new professional opportunities. What sets LinkedIn apart is that it also serves as a platform for personal branding and learning. It functions as an online resume where users can create a comprehensive professional profile that highlights their skills, experience, education, and achievements. Furthermore, its online learning courses can help users improve their skills and advance in their careers. Glassdoor Glassdoor is a job search platform that allows you to browse job listings and read employee reviews about companies of interest. You can also find information about salaries, benefits, and working hours offered by these companies. This information helps freelancers understand market rates and negotiate fair compensation. Glassdoor is an invaluable resource for independent workers looking to learn more about the companies they are interested in. Indeed Indeed is indeed one of the largest job search websites in the world and one of the most widely used in France. You simply need to create a profile and search for job listings that match your skills. Its advanced search filters allow job seekers to narrow down their search based on specific criteria such as job type, salary, location, and experience level, helping freelancers tailor their search to find relevant freelance positions that align with their skills and preferences. You also have the option to set up a job alert to be notified when a job matching your criteria is posted. Ultimately, whether you're a seasoned freelancer or new to the world of professional freelancing, these job search platforms offer a wealth of opportunities to grow your freelance career. From increased visibility on platforms like LinkedIn to access to market rates on Glassdoor, including specialization on Free-Work and Freelance-IT, these tools have become essential for today's freelancers. So, explore these platforms, sharpen your skills, and land the next mission that will propel you to new heights in your freelance career. The world of professional independence has never been as accessible and promising as it is in 2023. Happy hunting for opportunities and success in your freelance endeavors! P.s. Do you know how a recruitment process works? If you are looking for a job, or if you are a manager, it is essential to have clearly in mind the benefit of a well-presented application and job interview!

  • Successfully Onboarding Your New IT Hire: The 4-Step Guide (2023)

    Onboarding encompasses all the practices implemented by a company to facilitate the welcoming and integration of its new hires. It should not be taken lightly, as the onboarding of a new employee or IT freelancer is a pivotal step that sets the foundation for collaboration. Not sure how to establish an effective onboarding process? You're in the right place: in this article, we provide you with all our best practices. Index 1. Why is the onboarding of your new IT recruit so important? 2. The 4 Key Steps to a Successful Onboarding for Your New IT Hires 2.1 Step 1: Anticipate the Start Date 2.2 Step 2: Organize the First Days 2.3 Step 3: Providing support the First Weeks 2.4 Step 4: Maintain Follow-up Throughout the Trial Period Why is the onboarding of your new IT recruit so important? The stakes surrounding onboarding are numerous: In the short term, a well-prepared onboarding process enables the new recruit to become operational as quickly as possible. In the case of integrating a freelancer, this becomes even more crucial, as the assignment has a limited duration and the consultant needs to be productive swiftly. In the medium term, an optimal onboarding ensures a positive employee experience. A positive perception of your new recruits towards your company and their work indeed enhances their satisfaction and well-being. A long terme, un onboarding réussi contribue à la fidélisation et à la rétention des talents, et participe même à faire de vos collaborateurs des ambassadeurs de votre entreprise. On the contrary, poor onboarding can have significant repercussions for your company. It can lead to direct financial losses if a project is delayed and can generate significant negative impacts from an organizational perspective: higher turnover, team demotivation, lack of stability, and more. In short, for all these reasons, it is essential to prepare your onboardings carefully by implementing effective processes. The 4 Key Steps to a Successful Onboarding for Your New IT Hires Step 1: Anticipate the Start Date Onboarding starts well before the employee's arrival. It begins right after the contract is signed. First and foremost, you need to handle all the administrative and logistical aspects related to the arrival of the freelancer or employee: ordering necessary equipment, assigning workspace, preparing access badges for your premises, providing a laptop and setting up their work environment, and, of course, creating access to various tools and software. Everything should be anticipated to ensure the smoothest possible first days for the new team member. Furthermore, inform internal teams in advance of the arrival of the freelancer or employee, specifying their role and responsibilities. Ensure that those who will be collaborating with the new consultant or employee are available upon their arrival and have the necessary documentation prepared. Also, provide the new recruit with all the necessary information for their arrival and address any doubts or concerns they might have. For instance, it's important to send an email a few days before the start date, containing practical details like arrival time, access instructions, the agenda for the first day, and more. As a bonus: consider preparing a 'welcome kit' to give to your new recruit on their first day, complete with an orientation booklet and some company goodies! Step 2: Organize the First Days The first few days are crucial as they will shape the initial impression your employee forms about your company! You need to ensure they are warmly welcomed, can acclimate easily, and quickly feel comfortable in their work environment, whether the onboarding is conducted remotely or in-person. Plan for an introduction to the company, providing information about your values and business model, and organize meetings with team members. If on-site, you can give them a tour of the company premises and arrange a welcome breakfast or lunch with the team to foster a friendly atmosphere. The early days should also serve to provide your new team member with a comprehensive understanding of the mission's context and significance. This can be achieved through dedicated meetings and by sharing all relevant information and documents. Step 3: Providing support the First Weeks The primary objective of the first weeks is to establish a framework that encourages autonomy, sets clear objectives, and enables your new hire to deliver initial tangible results. To achieve this, it's recommended to establish a 'hand-over' plan, a list of topics on which the new employee needs to build expertise and knowledge. This list will help track the progress of onboarding and the effectiveness of the transition into the role. Ideally, this plan is defined by the manager or, in the case of replacement, by the person leaving the role. Based on this plan, you can then schedule internal training, whether delivered online or in-person, and set up meetings with team members or other departments. Also, consider arranging regular individual or one-to-one discussions with the new hire during their first weeks to address their questions and ensure a smooth transition into the role. Step 4: Maintain Follow-up Throughout the Trial Period Communication is key throughout the onboarding process. Regardless of the status of your new recruit (freelancer or employee) and the nature of their role, ensure regular check-ins for at least several months. Providing constructive feedback to your collaborator is essential to help them identify their strengths and areas for improvement. Finally, schedule a review to wrap up the onboarding process, and take this opportunity to gather their feedback on their integration and initial experiences. This will provide you with concrete insights to continually enhance your processes. And there you have it! With these insights, you now have all the tools at your disposal to craft a comprehensive onboarding experience for your new hires, ensuring effective and enduring transitions into their roles! P.S. You only have 7 seconds to make a good first impression! Most of the time, we take things for granted and underestimate the value of good preparation, which can truly help us achieve our goals and overcome our professional challenges. So, how can you best prepare for your next job interview?

  • Reference checking: the secret to successful IT recruitment?

    Recruiting in IT is quite an art. The technical skills as well as the interpersonal abilities of candidates are often challenging to assess, and recruiters have to rely on a few interviews, possibly supplemented by a technical test, to form a precise idea of a profile. Lengthy recruitment processes tend to scare away candidates, who, unfortunately, are already scarce. So how can you ensure recruiting the right candidate while limiting the number of selection process stages? How to avoid recruitment mistakes, which, as we know, can be very costly? One of the keys to avoid making mistakes is to use a particularly effective and yet underutilized recruitment method in companies: reference checking. In this article, we will explain why this method is crucial for successful IT recruitment, and how to use it to effectively assess a candidate's skills, thus ensuring the selection of the best profile. Index 1. What is reference checking? 2. What are the advantages of reference checking? 3. The best practices for an effective reference checking 3.1. Inform the candidate about the reference checking process from the beginning of the recruitment process 3.2. Obtain the candidate's permission before contacting anyone for references 3.3. Avoid contacting the candidate's current employer 3.4. Check the candidate's LinkedIn profile to read any recommendations that may be available 3.5. Target 2 or 3 key contacts for references 3.6. Make sure to contact relevant people who can provide meaningful insights 3.7. Choose the appropriate communication channel for reference checking 3.8. Set clear objectives for your reference checks 3.9. Ask concrete and specific questions during the reference check 3.10. Use open-ended questions whenever possible Reference checking, a valuable tool in IT recruitment 1. What is reference checking? In recruitment, reference checking is an evaluation method that involves contacting individuals who have worked with the candidates in the past to obtain information about their skills, work behavior, experience, and performance. These contacted individuals are usually former employers or managers, but they can also be former colleagues or clients. The idea is to ask them for concrete feedback on their collaboration with the candidate. This method provides additional information about the evaluated profiles, in addition to the CV, interviews, and possible technical tests. The information obtained through reference checking is often highly valuable for the recruiter 2. What are the advantages of reference checking? Reference checking has multiple virtues! For example, it allows you to: Verify the accuracy of the information provided by the candidates (degrees, experience, skills, etc.) because, as we know, some tend to embellish their CVs a bit too much. Evaluate the soft skills and personal or interpersonal qualities of the candidates (work ethic, teamwork ability, empathy, etc.), providing a more reliable and comprehensive image of the candidate than a simple interview. Obtain an overview of the candidate's past performance to predict their future success. Reference checking ultimately serves as an additional source of information, helping to make more informed recruitment decisions and find the best candidate for the position, whether it's for a freelance or permanent contract. It helps avoid casting errors by reducing the gap between the candidate's perceived qualities during the interview and the reality of their personality and skills. 3. The best practices for an effective reference checking So, how do you conduct a good reference check? What are the steps to follow and the pitfalls to avoid in order to obtain reliable and constructive feedback on your candidates? Here are our top 10 tips: 3.1. Inform the candidate from the beginning of the recruitment process Avoid unpleasant surprises or wasting time with candidates who would refuse the reference check (it happens, and it's often a bad sign). You can, for example, list the various steps of your recruitment process directly in your job or mission posting and mention the reference check. Candidates will appreciate your transparency and will be more inclined to apply. 3.2. Get the candidate's permission before contacting anyone Reference checking is legally regulated. The labor code indeed states that 'any employer wishing to inquire about a candidate's references must first ask for their permission.' The easiest way is also to inform the candidate and ask for their contacts at the same time. 3.3. Avoid contacting the candidate's current employer. That goes without saying, but if the candidate is job hunting while currently employed, they may not want their current employer to know about it. Imagine the discomfort or even conflicts you could create. However, if you follow our advice number 2, you should not find yourself in this situation. 3.4. Check the candidate's LinkedIn profile to read any potential recommendations listed on their profile. This way, you can get a preliminary understanding of the candidate's relationships with their former managers and better guide the selection of people to contact to gather the information you need about the candidate. 3.5. Target 2 or 3 key contacts. No need to contact everyone. With 2 or 3 high-quality feedbacks from individuals who have directly worked with your candidate, you will have more than enough to form an opinion about the profile you are dealing with. 3.6. Ensure that you contact relevant individuals. Before initiating the contact, clarify, with the candidate and if necessary, through additional research, the relationship of the person you are contacting with the candidate. For the reference check to be reliable and effective, it is essential that the person you are contacting has directly collaborated with the candidate, and it is always more valuable to target a former manager or client rather than just a colleague. Also, ensure that the collaboration period was substantial 3.7. Choose the right communication channel. Once you have the right contacts, all that's left is to take action. It is always better to have a brief conversation over the phone to efficiently gather the information and address any potential doubts you may have. However, for those who are less available, receiving feedback via email is still better than not getting any feedback at all. 3.8. Set the objectives for your reference check. A good reference check requires some preparation. You must clearly identify the answers it should provide, which means the elements to confirm and the points of doubt you still have about the candidate. Focus on the elements that will truly assist you in making a decision 3.9. Ask concrete and specific questions. Rather than asking, "What did you think of X?", ask questions like "What are the strengths of X?", "What were the areas for improvement when you collaborated with them?", or "On a scale of 0 to 10, how would you rate their ability to work in a team?"... 3.10. Prioritize open-ended questions. Make sure not to bias the responses based on your perception of the candidate. Avoid questions that can be answered with a simple "yes" or "no," and always encourage your contact to provide further explanations if needed. In conclusion, reference checking is like a safety net for your recruitments. It is particularly valuable in the IT field, where evaluating candidates' skills can be complex yet highly strategic. However, reference checking is a relatively lengthy and demanding process. If you don't have the time to dedicate to it, the best option is often to seek support and entrust your recruitments to expert partners like Zenith, to make your life easier and finally hire the best IT profiles! P.S. You only have 7 seconds to make a good first impression! Most of the time, we take things for granted and underestimate the value of good preparation, which can truly help us achieve our goals and overcome our professional challenges. So, how can you best prepare for your next job interview?

  • IT job interview: how to prepare at your best? (2023)

    There's no secret about it: you need to be prepared for an interview. This applies to both permanent and freelance positions. So if you're an IT professional looking for a new challenge, you need to take the time to inform yourself, rehearse your speech, and anticipate the typical questions, to make sure you succeed in this sometimes dreaded exercise. So how can you best prepare to shine at interview and land the IT job or assignment of your dreams? Follow our guide. In this article: 1. Find out about the company and the recruiter; 2. Analyse the job description; 3. Take care of the first impression you give the recruiter; 4. Prepare your presentation pitch; 5. Anticipate the classic questions; 6. Be prepared for any technical questions; 7. Be prepared to detail each of your experiences; 8. repare your questions; 9. Conclude the interview with care; 10. Relax and be ready to improvise! 1. Find out about the company and the recruiter Before going for an interview, look for information about the business, positioning, competition and values of the company you are applying for. You can also research the company's news: announcement of major new projects, development in new countries, appointment of new managers, etc. If you have the name of the person who will be conducting the interview, find out the profile of the person you are talking to. An interview with someone from the human resources department, for example, will be very different from an interview with your potential future manager, and you need to prepare yourself accordingly. Take a look at the person's LinkedIn profile, to get an idea of their background, how long they've been with the company, what their scope is, and so on. 2. Analyse the job description Carefully reread the description of the job or assignment, the skills required, and put yourself in the recruiter's shoes, asking yourself what questions he or she is likely to ask you to assess whether your profile matches the vacancy. Make a note of the key words in the job description, so that you can use them during the interview. And list any points of doubt or areas that need clarifying. 3. Take care of the first impression you give the recruiter As the saying goes, "you never get a second chance to make a good first impression". It may seem obvious, but if the interview is face-to-face, plan ahead for travel time, and leave yourself plenty of time to avoid arriving late at all costs. If the interview is by videoconference, plan to be in a quiet place, connect 5 minutes early and test the sound on your computer beforehand. This will also save you a great deal of stress in the event of a problem! Don't forget to dress appropriately for the company you are applying to. If it's a large group, formal dress is generally appropriate; if it's a start-up, more casual attire is advisable. 4. Prepare your presentation pitch The vast majority of interviews start with an open question, asking you to introduce yourself: "Can you tell me about your background?", "Tell me about yourself" or simply "Can you introduce yourself? Prepare a brief presentation highlighting your background, skills, experience and motivation for the job. But don't go into too much details: this presentation should only last a few minutes. This pitch is important because it will enable you to set the tone for the interview. Don't go too fast, remember to breathe and avoid launching into too long a monologue: leave the recruiter the opportunity to bounce off what you have to say and ask you questions at any point. 5. Anticipate the classic questions It is obviously impossible to predict all the questions the recruiter will ask you (that would be too easy!). But you can nevertheless prepare yourself for a number of common questions. Here are a few examples: What attracted you to our job offer or assignment? What are your strengths and areas for improvement? What do you expect from your manager? Where do you see yourself in 5 years' time? What project have you worked on that you're most proud of? Be concrete in your answers. For each question, try to find 3 points to support your argument. Don't hesitate to illustrate your points with examples. 6. Be prepared for any technical questions If your interview is with an IT manager, be prepared to have to show off your hard skills. This may involve simple questions, a practical case study or, in some cases, a skills test, which will obviously vary depending on your area of expertise. To prepare as well as possible, you may want to visit specialist groups or forums to see the questions that are commonly asked. 7. Be prepared to detail each of your experiences Don't worry, it's unlikely that the recruiter will ask you to detail all your experience! But it is quite possible that they will ask you to do so for a few specific positions or projects, which are generally related to the role to be filled. To be clear, concise and convincing, you can use the STAR method to structure your answers. Each letter of the acronym corresponds to an element of your answer: S for Situation: this is where you describe the context and give your interviewer an overall picture. T for Task: share information about the mission and the objective to be achieved A for Action: this involves talking about all the actions you have taken to achieve the objective, and the methodologies used R for Result: this involves taking stock and highlighting the tangible effects of your actions, in particular with figures. 8. Prepare your questions Show that you are curious, both about the company and about the job or assignment on offer. A candidate who doesn't ask questions generally doesn't give off the image of a highly motivated person. Make sure you have something to take notes on, so that you can take note of certain aspects of your interviewer's answers. Prepare a list of a few questions in advance of the interview, following your research and analysis of the job description. Better still, use information given by your interviewer during the interview to highlight your ability to listen and your understanding of the issues. 9. Conclude the interview with care Closing the interview is the last key stage. You need to do everything you can to persuade during these last decisive minutes. For example, you could summarise the main points of the discussion and thank your interviewer for his or her time. Above all, leave a good impression by emphasising your motivation for the job. This will help you stand out from the other candidates! 10. Relax and be ready to improvise! Stay natural, smile, pay attention to your body language, and bear in mind that the recruiter will be listening to you but also observing your attitude and soft skills. Be pleasant and enthusiastic! P.s. Do you know how a recruitment process is handle? If you are looking for a job, or if you are a manager, it is of upmost importance to have clear in mind the main points of a well-presented job application and interview.

  • Recrutement IT : 10 best practices for managing the interviews with your candidates

    You are an IT manager and you want to grow your team by recruiting new talents or through the intermediary of freelancers ? Then you should be able to manage the hiring process. This means defining your skill requirements, writing job descriptions, selecting resumes... and conducting interviews. These interviews are an essential step of the hiring process since they allow you to meet candidates in person, evaluating them, and selecting the best profiles. It could be the case, you do not have a background in human resources, and recruitment is probably not your specialty. Therefore, you may not know all the right methods to best conduct your interviews. This is why you should read this article ! Zenith gives you its best advices to conduct your interviews and find the best IT talent for your recruitment needs. In this article: Advise n°1 : prepare in advance; Advice n°2 : put your interviewer at ease; Advice n°3 : Introduce yourself and the mission; Advice n°4 : ask the most straightforward questions possible; Advice n°5 : use role plays; Advice n°6 : do not forget to evaluate the soft skills; Advice n°7 : showcase your employer brand assets; Advice n°8 : answer all questions about the assignment or position; Advice n°9 : encourage the candidate to ask questions; Advice n°10 : provide visibility on the rest of the process; 1. Prepare in advance Candidates are often advised to be prepared before their interviews. But recruiters must also do the same! Analyze the application before the meeting, so to avoid giving the candidate the impression you are discovering their CV at the time of the meeting. Prepare targeted questions and establish a framework to be followed during the interview so that the exchange does not go off in all directions. For example, you can start with a standard introduction and then move on to questions about the candidate's background. After, you can move on asking technical questions and lastly, let the candidate ask you some questions. 2. Put your interviewer at ease Your goal is to test the candidate but also to make him want to join you and your team. In the IT talent shortage context, the competition between companies in order to attract the best talent is indeed stronger than ever. Then the objective is not to unsettle the candidate, but to put him in the best conditions. This, to know if his skills and his personality are in line with the job post or the mission proposed. Be friendly, warm with an open attitude. 3. Introduce yourself and the mission At the very beginning of the meeting, take time to introduce yourself before asking the candidate to do so. Explain what is your role in the team, describe the context of the assignment or position. At the end, the main objectives. This will allow the candidate to have the right information from the beginning of the interview, and to introduce himself in turn by adapting his speech. On your side, you can take advantage of this opportunity to evaluate his listening skills. 4. Ask the most straightforward questions possible If you want specific answers, ask straightforward questions. For example, rather than asking, "How would you describe yourself?", ask instead, "What would your previous manager or client say if I asked them about you?". Instead of "how did you work on this project?", prefer asking "on this project, what was the context, what methodology did you follow, and what concrete results did you achieve?" 5. Use role plays Even with grounded questions, it is sometimes difficult to accurately assess certain aspects of an applicant. In this case, it is necessary finding ways to assess skills in real life situations. For example, to test a candidate's level of English, ask him or her to continue the conversation in that language for a few minutes. This will give you a much better idea of the candidate's level than asking the question "What is your level of English”?. In order to test the hard or technical skills of your candidates, you can go further by using a practical case, or a technical test. There are many dedicated tools such as Skillvalue, Coderbyte or CodinGame to test the developers’ skills for example. 6. Do not forget to evaluate the soft skills The evaluation of soft skills or relational skills are essential in interviews. This includes, for example, the ability to manage conflicts, creativity, communication skills, empathy, team spirit, initiative, etc. To assess these skills, you can already observe the behavior of your interlocutor. However, it is not enough. Ask some questions, preferably open-ended, that can bring out the candidate's personality. For example “Tell me about a time when you ever had some difficulties getting others to collaborate on a problem, and how you handled the situation”. 7. Showcase your employer brand assets According to the type profile you are looking for, it is likely that your candidates will be involved in several recruitment processes at the same time, or contacted daily by recruiters. This happens even more if the profiles are rather rare or specialized in a highly sought-after field of IT expertise. It is therefore essential that you take time during the interview to highlight the strengths of your company's employer brand: CSR commitments; work atmosphere; office location; innovative technology stack; project ambition; on site/remote distribution. You must find a maximum of arguments to convince your candidates. 8. Answer all questions about the assignment or position Take the time, at the end of the interview for example, to give the candidate the opportunity to speak, and to answer any doubts they may have about the job offer or assignment. Be transparent about all the conditions (remuneration, benefits, teleworking, location, planned travel, etc.). In case of an interview with a freelancer, specify the duration of the contract, and do not hesitate to mention the chance that the mission will be renewed or not. 9. Encourage the candidate to ask questions Although you should be the one to lead the interview and make sure that the discussion does not go astray, you should create an atmosphere that encourages the candidate to express himself, to ask questions about your company and your project. Keep in mind that the interview is a two-way exchange. Be sure to take your break, leaving some time at the end of the interview to propose the candidate to ask any questions he or she could have. In fact, candidate's questions are also an excellent way to assess their understanding of the challenges of a position or assignment, as well as their motivation. A candidate who is curious is generally interested in the position. 10. Provide visibility on the rest of the process Eventually, you can give the candidate a brief feedback at the end of the interview, especially if you want to invite them to continue the recruitment process. In any case, give information about the next steps: number of interviews or remaining steps, timing, people to meet, technical test to plan... candidates like to know what to expect. You now have all the keys to conduct your IT interviews in the best possible way. Thanks to these 10 best practices, you should be able to get a clear idea of the personality and skills of your candidates, in order to make informed decisions. And thus find the best profiles to reinforce your team! P.s. You have only 7 seconds to make a good impression! Most of times we take things for granted and underestimate the value of how a good level of preparation can actually help in reaching our objectives and get us through our professional challenges. Therefore, how to prepare at your best for your next IT job interview?

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