Why tailor your recruitment to the job type?
Recruitment is not an exact science that works the same for all positions. Each job type has its own specifics, challenges and evaluation criteria. An excellent sales person is not evaluated like a developer, and expectations for an accountant differ radically from those for a craftsperson.
Aurelia.jobs offers practical guides tailored to each job family to help you recruit effectively, without wasting time on generic methods that don't fit your needs.
Our 7 job families
Available guides by job family
| Job family | Profiles covered | Key criterion | Market tension |
|---|---|---|---|
| [Sales](/metiers/commercial/) | Sales rep, Business development, Account manager | Resilience & results | High |
| [Developer](/metiers/developpeur/) | Frontend, Backend, Full-stack, DevOps | Technical test | Very high |
| [Accountant](/metiers/comptable/) | Junior accountant, Financial controller, CFO | Rigour & compliance | Moderate |
| [Technician](/metiers/technicien/) | Maintenance, Customer service, Engineering | Qualifications | High |
| [Assistant](/metiers/assistant/) | Administrative, Executive, Office manager | Organisation & office skills | Moderate |
| [Marketing manager](/metiers/responsable-marketing/) | Traffic, Content, Communications, Digital | ROI vision & creativity | High |
| [Craftsperson](/metiers/artisan/) | Plumber, Electrician, Carpenter… | Practical test | Very high |
Common errors across all job types
- 1
Focusing solely on the CV
The CV is a pre-screening tool, not a final decision. Real skills, motivation and cultural fit cannot be read from a CV.
- 2
Neglecting interview preparation
An improvised interview gives random results. Prepare your questions, evaluation criteria and scoring grid.
- 3
Failing to check references
References are a valuable source of information, often overlooked. Systematically contact former employers to validate information.
- 4
Recruiting under pressure
The pressure of urgent need leads to lowering standards. This is the most costly error: better to take time than hire the wrong person.
- 5
Ignoring soft skills
Technical skills can be learned; soft skills far less so. A candidate with average technical skills but excellent soft skills will often outperform an unsocial expert.
How Aurelia adapts recruitment to the job type
Generic recruitment vs job-type tailored recruitment
- Interview questions contextualised to the profile
- Evaluation criteria weighted according to job type
- Practical tests tailored (technical, office skills, hands-on)
- Automatic scoring based on key job competencies
- Personalised pipeline with tailored stages
- Generic questions ("What are your strengths?") not predictive
- Same criteria for all positions = evaluation bias
- No tests = frequent hiring errors
- No scoring grid = decisions based on feeling
- Standardised process unsuitable for each job's specifics
Frequently asked questions about job-type recruitment
Why use a job-specific guide rather than a general method?
How much does a hiring error cost in a small business?
How do you assess a candidate's soft skills?
When should I use a recruitment agency?
What's the ideal duration of a recruitment process?
Find the guide tailored to your recruitment
Each job family has its specifics. Consult the dedicated guide and use Aurelia to automate your process.