Why use a recruitment checklist?
Unstructured recruitment relies on intuition and improvisation. Result: cognitive biases, costly oversights, degraded candidate experience and legal errors. A recruitment checklist transforms an artisanal process into professional, reproducible approach.
Teams using a structured process recruit twice as fast, with candidates better aligned to actual job needs. They also avoid legal mistakes (discrimination, verbal promises, GDPR non-compliance) that expose the company to risks.
Our checklist covers the 7 key phases of recruitment, from need definition to hired candidate integration.
The 7 phases of structured recruitment
- 1
Define the need
Write the job description, validate budget, define ideal profile and objective selection criteria.
- –Analysis of existing position or new role creation
- –Definition of essential vs. desirable criteria
- –Salary budget and benefits validation
- –Choice between internal recruitment, referral and external
- 2
Distribute the posting
Write an attractive job posting and distribute on channels suited to the profile sought.
- –Non-discriminatory posting writing
- –Selection of appropriate jobboards (LinkedIn, Indeed, specialized)
- –Activation of internal networks and referrals
- –Application tracking setup
- 3
Screen applications
Apply defined selection criteria to pre-select qualified candidates.
- –Systematic CV review with screening grid
- –Verification of eliminating criteria
- –Categorization: Yes / No / Maybe
- –Quick response to non-selected candidates
- 4
Evaluate candidates
Conduct structured interviews, assess skills and verify references.
- –Phone screening 15-20 min for pre-selection
- –Structured interview with scorecard
- –Technical tests or situational exercises if relevant
- –Reference and diploma verification
- 5
Decide
Objectively compare finalist candidates and make collective decision.
- –Debrief meeting with all stakeholders
- –Comparison on shared scorecard
- –Decision based on criteria from phase 1
- –Decision documentation
- 6
Propose and negotiate
Make an attractive proposal, negotiate if needed and secure acceptance.
- –Verbal proposal before written offer
- –Clarification of total compensation (base + variable + benefits)
- –Management of counter-offer from current employer
- –Reasonable reflection time (48-72h)
- 7
Integrate
Prepare arrival and launch onboarding process to maximize retention.
- –Contract and administrative documents sending
- –Team communication
- –Workspace and access preparation
- –Onboarding checklist activation
5 critical errors to avoid
Errors that cause 1 in 3 recruitments to fail
Legal recruitment obligations in France
Essential legal compliance points
| Obligation | Legal framework | Risk if not respected |
|---|---|---|
| Non-discrimination in hiring | Labor Code Art. L1132-1 | 3 years prison, 45,000€ fine |
| Required posting mentions | Art. L5331-1 | Labor court sanctions |
| GDPR candidate data (2-year duration) | GDPR Art. 5 | CNIL fine up to 4% revenue |
| Salary equality men/women | Rixain Law 2021 | 1% salary mass penalty |
| Pre-employment declaration (DPAE) | Art. L1221-10 | Undeclared work |
Recruitment checklist FAQ
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