To save time in the recruitment process, Agily opts for a 3-day process to ensure the best talent.

In some companies, recruiting a candidate is a nightmare. Not at Agily, we rely on three principles to optimise the recruitment process: speed, productivity and efficiency. These values, well rooted in our DNA, are apparent from the very first exchanges with our potential employees.

Let's take the example of our innovation studio, which is planning to grow from 40 to 100 employees in the next 18 months. From making first contact to the final decision, the recruitment process is closed in less than 72 hours. This is an optimal timeframe and much faster than the national average of 9 to 11 weeks, according to a recent study on executive recruitment practices published by the French employment agency Apec.

Multiple steps in a traditional process can be a complete waste of time, especially in the current European context of a talent shortage. In a competitive market, companies must be able to adapt and act quickly, at the risk of missing out on the most competent profiles who will move on to more active and more attractive companies. Opting for a flexible method and giving candidates visibility on the timing are key elements to boost the employer brand.

So why is it so difficult to speed up the recruitment process? Companies are afraid of making the wrong choices, especially in France where the process of moving on from an employee remains complex. In fact, 30% of French managers believe that the speed of recruitment is a challenge. These are the results of a recent survey of 300 decision-makers by the recruitment firm Robert Half.

To optimise these methods, here is the secret that allows Agily to recruit the best talents in the shortest possible time frame.

Découvrez notre processus de recrutement -Agily

First step: skimming the CV

Sometimes, some candidates, even highly qualified ones, make little mistakes that turn out to be big mistakes (spelling mistakes, lack of details on achievements, etc). These inaccuracies are what initially eliminate many potentially great candidates.

A well-written CV and e-mail are the first opportunities to make a good impression on the recruiter. To increase the chances of getting the recruiter's interest, all information should be easily understandable at a quick glance.

Remember, a recruiter processes a stack of applications by spending an average of 53 seconds reading them, according to a survey by the recruitment platform Professional CV. If they don't understand the candidate's background or see an error, they simply switch to the next one on the pile.

This initial selection, which is completed in less than 2 hours, allows us to check the consistency and relevance of the previous jobs that the candidate has done. The aim is to ensure that these skills meet the needs of the proposed position.

In less than 24 hours: call with the future managers

On the same day, the selected profiles will have an initial telephone interview lasting an average of 45 minutes with their future manager.

This talk allows them to explain the scope of the role, the missions and the values of the company. The recruiter will also go deeper to better understand the background of the potential new employee.

On the applicant's side, this meeting is also an opportunity to get a feeling for the company and ensure that the company meets their career ambitions and personal values.

This conversation is crucial to determine the expectations, motivations and aspirations of both sides. Recruitment is a deal between the company and a person, and it is important that both parties are in the same phase. This compatibility is a strong indicator that allows the first decisions to be made. The feeling is a very important asset at Agily. Moreover, even if the profile meets all the technical requirements on paper, "if I don't feel it, I prefer to stop there", says Stéphane Paillard CEO of Agily, in all honesty.

The company is a human adventure and it is crucial to work in a good atmosphere, where everyone is happy to come daily. If the telephone conversation is successful, the candidate goes on to technical tests.

48 hours later: the technical tests

In addition to the CV, and above recommendations or degrees, Agily's recruiters prefer to rely on practical achievements. A real case study is the best way to understand the thinking that has gone into the job. Concretely, if a candidate has learned a programming language on Youtube and is able to present a clean code, they are welcome. Resourceful and entrepreneurial profiles who want to co-build things over time are very much appreciated in the innovation studio.

In comparison to Agily, today only 1 in 5 companies in France declare that they rely on a test or a situation, according to Apec. "This is absurd. In our company, we don't give a damn about the diploma," said the successful entrepreneur. What matters are skills, the ability to learn quickly and commitment.

72 hours - Last call and final decision

Very quickly the tests are analysed by potential peers within the company who share their feedback. In addition to the feedback, this is also an opportunity to identify how the candidate handles feedback. It is also another way to check that they have the right mindset to join the company. Agily employees are allowed to make mistakes, but you have to be able to learn from them quickly. Humility is also a key value to grow with the company.

After two positive reviews, the final decision is made by everyone. If everyone agrees, the candidate is invited to join the company. To avoid long salary negotiation processes that can slow down the decision, the company defines salaries according to a grid based on skills.

Overall, Agily's recruiters are committed to a good interview process and are convinced that the simple 3-day method saves time and money. Firms typically spend between 3,000 and 10,000 euros for each recruitment, according to Apec estimates (publication of the offer, headhunter's commission, etc.).

And one failed recruitment can cost up to 45,000 euros. To limit the worst-case scenario, Agily's teams rely heavily on the trial period, which allows the collaboration to be stopped if the candidate does not meet expectations.

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