1 Creation of the recruitment request by the manager, validated by the HR/DG department,
2) Posting of the position internally (dedicated page on our Intranet) or, in the absence of identified internal skills, externally via dedicated media (Linkedin, Hellowork, Indeed, APEC, etc.),
3) Examination of internal and/or external applications selected by the HR department,
4) The HR department calls on the selected candidates for an initial interview by video, to confirm that the position is a good match with the candidate's profile,
5) Based on a short list, interviews are conducted by the manager,
6) In parallel with the interviews, we take references validated by the parties concerned (HR, external contacts and candidates), and HR uses the results of the PerformanSe personality test,
7 Following the debriefing of the HR/manager interviews, selection of the candidate corresponding to the initial specifications,
8. identification and validation, by the HR department, of the conditions for internal mobility or integration (status, positioning, remuneration system, various benefits, etc.),
9) The HR department draws up and implements an integration program to support the new recruit in his/her new role (expert interviews, training, on-site visits, etc.).
10 In both cases (internal/external process), the HR department/managers send negative responses to unsuccessful candidates.