Formation

Module 1: Define the Recruitment Need | Aurelia Training

Learn to analyse your HR needs, write attractive job descriptions and define objective criteria. Free module with practical exercises.

10 min de lecture
Module 1: Define the Recruitment Need | Aurelia Training

Sommaire

90%
Of Failures from Poor Definition
1h30
Module Duration
4
Templates Provided
+40%
Salary Transparency = +Qualified Applications

The Foundations of Successful Recruitment

90% of recruitment failures come from poor needs definition. Recruiting without precisely analysing your needs is like building a house without plans. This module teaches you to lay the right foundations before even publishing your job ad. By the end of this module, you'll be able to analyse the real need behind a recruitment request, write a clear and attractive job description, and define objective, measurable selection criteria.

Analyse the Need: Beyond the Request

  1. 1

    Is This Really a Recruitment Need?

    Before recruiting, check if the problem can be solved differently: internal reorganisation, training an employee, automation or temporary outsourcing.

  2. 2

    What's the Underlying Need?

    Dig deeper than the request. A manager asking for 'a salesperson' might actually need to develop a new geographical area, replace a departure or support a new product. The answer changes the profile you're looking for.

  3. 3

    What's the Real Urgency?

    Use an Urgency/Impact matrix: urgent + high impact = recruit immediately. Not urgent + high impact = recruit methodically. Urgent + low impact = delegate temporarily.

  4. 4

    Involve the Right Stakeholders

    Operations manager (technical skills), team (culture), management (strategy and budget), HR (methodology and legal compliance). A successful recruitment is a collective recruitment.

The 7 Sections of an Effective Job Description

Mandatory Job Description Structure

  • Company Presentation

    What makes you unique? Your values? Why join your team?

  • Job Description

    Main mission + 5-7 key missions (action verbs). Possible evolution.

  • Desired Profile

    Required skills, desired skills and personal qualities. Distinguish the 3 categories.

  • Employment Conditions

    Contract, location, remote work, salary range (mandatory!), benefits.

  • Recruitment Process

    Number of steps, timelines, contacts. Reassure the candidate.

  • Company Culture

    Operating methods, concrete examples from daily life.

  • Call to Action

    Clear application instructions + guaranteed response time.

0/7 effectué(s)0%

The 3-Circle Method for Defining Your Criteria

Sort your criteria into 3 categories: Elimination criteria (5 maximum) — what is absolutely essential. Important criteria (5-7) — what makes the difference between a good and excellent candidate. Bonus criteria (3-5) — desirable assets but not decisive. Avoid the trap: the Christmas list with 15 mandatory criteria. You eliminate valid candidates and discourage applications.

Example of Weighted Scoring Grid

CriteriaWeightCandidate ACandidate B
Industry Experience30%8/106/10
Technical Skills25%7/109/10
Soft Skills20%9/107/10
Education15%6/108/10
Mobility10%10/105/10
**Total Score****100%****7.9/10****7.2/10**

Build Your Recruitment Process

D0

Job Ad Distribution

Publication on selected channels.

D1 to D14

CV Pre-selection

Screening and scoring of applications received.

D17 to D21

First Interview

HR interview (30 min, video or in-person).

D22 to D28

Technical Interview

Meeting with operations manager (1h).

D30 to D32

Final Decision

Collective deliberation and job offer.

Beyond 6 weeks, you lose 50% of your best candidates

A standard recruitment process should last 3 to 4 weeks maximum. Each additional week increases the risk that your ideal candidate accepts another offer. Plan ahead and respect announced timelines.

Questions About Needs Definition

What's the first step before writing a job description?
Before writing anything, you must analyse the real need. Ask yourself three questions: is this really a recruitment need (or can we solve it another way)? What's the underlying need behind the request? What's the real urgency? This analysis takes 30 to 60 minutes but prevents recruiting the wrong profile.
How many elimination criteria maximum are recommended?
The 3-circle method recommends a maximum of 5 elimination criteria. Beyond that, you risk eliminating valid candidates who could have been trained in certain areas. Ask yourself: is this criterion really non-negotiable for the person to handle the job from day one?
Why must a salary range be stated in the job ad?
Salary transparency generates +40% more qualified applications according to our studies. Candidates who don't match the range don't apply, saving you screening time. Additionally, qualified candidates apply confidently rather than wasting time guessing. It's also a legal requirement for ads published on certain platforms.
Who should be involved in defining the need?
Four types of stakeholders are essential: the operations manager (who knows the technical skills needed and daily job aspects), the team in place (who understands culture and organisation), management (who validates strategic and budgetary consistency) and HR (who brings methodology and ensures legal compliance).
What's the ideal length for a job description?
It depends on the job level: 300 to 400 words for highly in-demand roles where candidates compare quickly, 500 to 700 words for most positions (standard format), and 800 to 1,000 words for very specialised technical positions requiring detailed explanations. The golden rule: every word must be useful. Avoid corporate padding.
Générateur de fiche de poste IA

Ready for Module 2?

You now know how to define a recruitment need methodically. Module 2 teaches you to source candidates effectively.

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Module 2: Source Candidates

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