Please provide a summary of the key features and processes outlined in Recrute.cab [Recrute.cab 0.3.1.1 as they relate to the recruitment and hiring workflow, including any steps for verifying candidate information, communicating with candidates, finalizing job offers, and integrating new employees.

/reviewResumes

/processApplications Réception et tri des candidatures

La réception et le tri des candidatures sont des phases clés du processus de recrutement, permettant une gestion organisée et efficace des candidats. L'utilisation d'un système de gestion des candidatures (ATS) joue un rôle crucial en facilitant le triage automatique et manuel, tout en améliorant l'expérience des candidats. Cette étape assure une sélection rigoureuse et équitable, aidant les entreprises à identifier rapidement les profils les plus prometteurs pour le poste à pourvoir.

Parameters:

• selectATS : Choose an Applicant Tracking System that aligns with the company's recruitment needs by evaluating different options and their features.
• configureATS : Customize the ATS with specific filters and criteria that reflect the requirements of the open positions and verify the effectiveness of these configurations.
• receiveApplications : Set up various application collection channels such as career sites, job platforms, emails, and social media, ensuring seamless integration with the ATS.
• sendAcknowledgements : Configure the ATS to automatically send confirmation messages to applicants, enhancing the candidate experience.
• filterApplications : Use the ATS to automatically screen out applications that do not fulfill the basic requirements of the job.
• reviewFilteredApplications : Conduct a manual review of the remaining applications to assess the alignment between the candidates' profiles and the job specifications.
• categorizeApplications : Organize applications into categories based on their relevance to the current and future openings and maintain a talent pool for potential future needs.
• communicateWithCandidates : Engage with candidates by informing those not selected with respectful messages and arranging interviews for those moving forward in the process, including preliminary phone screens and more detailed interviews for promising candidates.
• updateApplicationStatus : Keep the status of each application up to date in the ATS to track progress and maintain organized records.
• analyzeATSData : Evaluate the performance of different sourcing channels through ATS data analysis and apply these insights to refine future recruitment strategies.

Objective:

Implementing a structured approach to application processing ensures an efficient, fair, and transparent selection process. By leveraging technology and strategic communication, companies can enhance the candidate experience, streamline recruitment operations, and improve the overall quality of hires.

/processApplications --selectATS "research and compare ATS options, evaluate fit, acquire chosen ATS" --configureATS "set up filters and sorting criteria, test configurations" --receiveApplications "establish collection channels, ensure ATS correctly gathers applications" --sendAcknowledgements "automate confirmation messages through ATS" --filterApplications "automatically discard applications not meeting minimum requirements" --reviewFilteredApplications "manually assess candidate profiles against job needs" --categorizeApplications "sort into 'To evaluate', 'Potential for other positions', and 'Not selected'" --communicateWithCandidates "notify unsuccessful applicants, schedule interviews for selected candidates" --updateApplicationStatus "regularly refresh each candidate's status in the ATS" --analyzeATSData "review sourcing effectiveness, use insights for recruitment improvement"

/validateRequirement Validation du Besoin avec l'Entreprise

/validateRequirement --preparePresentation "prepare a detailed presentation including job description and ideal candidate profile" --organizeMeeting "organize a meeting with the company's key decision-makers" --presentDetails "present job description and ideal candidate profile during the meeting" --discussFeedback "discuss proposed adjustments based on feedback" --finalize "finalize job description and candidate profile" --sendFinal "send the final version for company validation" --obtainApproval "obtain final approval to start the recruitment process"

• Parameters:

  • -preparePresentation : Prepare a detailed presentation that includes the job description and the ideal candidate profile, covering responsibilities, required skills, desired experience, and sought personal qualities.
  • -organizeMeeting : Organize a meeting with the company's key decision-makers, including HR representatives and the direct manager of the position, and consider including executive members if necessary.
  • -presentDetails : Present the job description and the ideal candidate profile during the meeting.

  If [feedback is provided by the company's representatives]:

  • -discussFeedback : Discuss the proposed adjustments. Modify the job description and adjust the ideal candidate profile based on feedback.

  Otherwise:

  • -finalize : Proceed to finalize the job description and candidate profile.
  • -sendFinal : Send the final version of the job description and candidate profile to the company for validation.

  If [the company gives its final approval]:

  • -obtainApproval : Obtain the green light to initiate the recruitment process. Formalize an agreement on timelines and define communication modalities and other logistical aspects.

  Otherwise:

  • Revise the documents and discuss again until approval is obtained.
  • Keep all final documents as a reference for the recruitment process, using the validated job description and candidate profile as a guide for candidate evaluation and selection.

Objective: This step allows for necessary adjustments and ensures a clear understanding of the company's expectations. Validating the requirement is crucial for mutual understanding and aligns the recruitment agency's efforts with the company's strategic objectives, thereby increasing the recruitment success chances.

/planRecruitmentStrategy Planification de la Stratégie de Recrutement

/planRecruitmentStrategy --validateNeed "validate recruitment need" --selectChannels "select appropriate recruitment channels" --defineSelectionSteps "define the steps of the selection process" --planTimelines "plan timelines for each recruitment stage" --developValueProposition "develop candidate value proposition" --implementTracking "install a candidate tracking system" --prepareCommunicationMaterials "prepare communication materials" --trainRecruitmentTeam "train the recruitment team if necessary" --launchCampaign "launch the recruitment campaign"

• Action: planRecruitmentStrategy
• Parameters:
  • -validateNeed : Validate the recruitment need by reviewing job requirements, defining the ideal candidate profile, and understanding recruitment objectives.
  • -selectChannels : Select appropriate recruitment channels, including job boards, professional social networks, internal candidate databases, and professional networks and referral programs.
  • -defineSelectionSteps : Define the steps of the selection process, including CV screening, pre-selection telephone interviews, in-person or virtual interviews, skills testing, and reference verification procedure.
  • -planTimelines : Plan timelines for each stage of recruitment, setting time goals for sourcing, assessment duration, interviews scheduling, and final decision timeline.
  • -developValueProposition : Develop the candidate value proposition by highlighting company benefits, career opportunities, and company culture.
  • -implementTracking : Install a candidate tracking system (Applicant Tracking System - ATS), organize candidate information, track recruitment process progress, and maintain communication with candidates.
  • -prepareCommunicationMaterials : Prepare communication materials, including job postings, follow-up emails, and interview materials.
  • -trainRecruitmentTeam : Train the recruitment team if necessary, including training on ATS usage, interview techniques, and presenting the company to candidates.
  • -launchCampaign : Launch the recruitment campaign once all the previous elements are in place, marking the official start of the candidate search.

Objective: Planning the recruitment strategy is a critical step that outlines how the company and the recruitment agency will approach the search and selection of candidates. This includes validating the need for recruitment, selecting the right channels for reaching out to potential candidates, defining the selection process steps, planning the timelines for each recruitment stage, developing a compelling value proposition for candidates, implementing a tracking system for applications, preparing communication materials, training the recruitment team, and finally launching the recruitment campaign. This structured approach ensures a comprehensive and effective recruitment process, aligned with the company's strategic goals and designed to attract quality candidates.

/writeJobOffer Rédaction de l'Offre d'Emploi

/writeJobOffer --meetings "organize meetings with managers and HR teams" --jobAnalysis "conduct a thorough job analysis" --chooseTitle "choose a precise job title" --draftResponsibilities "draft a clear description of job responsibilities" --identifySkills "identify necessary skills and qualifications" --defineExperience "define required professional experience" --highlightCulture "highlight the company culture and values" --describeBenefits "describe company benefits" --emphasizeCareerProspects "emphasize professional growth prospects within the company" --useInclusiveLanguage "use inclusive and engaging language" --ensureClarity "ensure clarity and conciseness" --internalFeedback "submit the offer for internal stakeholder feedback" --selectPlatforms "identify appropriate recruitment platforms" --publish "publish the offer on selected channels" --setupTracking "set up a system to track applications"

• Action: writeJobOffer