Pratique du Shadowing: What is recruitment process? | HRM | From A Business Professor - Apprendre l'anglais à l'oral avec la vidéo
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Hello everyone, welcome to Business School 101.
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Have you ever wondered how companies find the right people for the job, or how you might land that dream role?
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It all starts with the recruitment process.
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So what exactly is it?
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How do companies go about recruiting?
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What are some practical tips for the recruiters?
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Are there some real -world examples?
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In this video, I'll walk you through the recruitment process step by step.
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Section 1.
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Definition The recruitment process is the systematic approach organizations use to identify, attract, and select candidates for employment.
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This process involves various stages, from identifying the need for a new hire to extending an offer to the chosen candidate.
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Effective recruitment is crucial for an organization's success, as it ensures that the right people are placed in the right roles.
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Section 2.
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The process?
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The recruitment process typically involves the following key steps: Step 1.
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Identifying the need.
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This is the first step where the company recognizes the need for a new position, either due to growth, a vacancy, or a new project.
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At this stage, the role's requirements are defined, and a job description is created, detailing the responsibilities, skills, and qualifications needed.
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Step 2.
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Sourcing candidates.
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Once the job description is finalized, the company begins sourcing candidates.
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This can be done internally by promoting or transferring existing employees
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or externally by advertising the job on various platforms like job boards, company websites, social media, or through recruitment agencies.
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Step 3.
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Screening and shortlisting.
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After receiving applications, the recruitment team screens candidates by reviewing resumes and cover letters.
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They shortlist those who meet the job requirements for further evaluation.
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This stage may also involve initial phone interviews or assessments to filter out unqualified candidates.
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Step 4.
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Interviewing.
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Shortlisted candidates are then invited for interviews, which can take various forms: phone, video, or in -person interviews.
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During this stage, the recruitment team assesses the candidate's skills, experience, and cultural fit with the organization.
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Multiple rounds of interviews may be conducted, including technical tests or case studies.
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Step 5.
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Evaluating and selecting.
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After interviews, the recruitment team evaluates the candidates, comparing their qualifications and interview performances.
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They may conduct reference checks or background verifications.
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Finally, the best suited candidate is selected for the position.
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Step 6.
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Offering and onboarding The final step is extending a job offer to the selected candidate.
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This offer includes details about the role, salary, benefits, and other employment terms.
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Once the candidate accepts, the onboarding process begins, where the new hire is integrated into the company, provided with necessary training, and introduced to the team.
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Section 3.
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Tips Here are some practical tips to enhance the recruitment process.
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Number 1.
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Clearly define the role.
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Start with a clear and detailed job description to attract the right candidates.
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For example, if you're hiring a marketing manager, instead of just saying they'll "manage campaigns", specify that they'll "create and lead social media,
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email, and SEO campaigns to boost brand awareness by 20 % annually."
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This precision helps candidates understand exactly what's expected and whether they're a good fit, saving both you and them time during the hiring process.
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Number 2.
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Use multiple sourcing channels.
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Don't rely on just one method to find candidates, cast a wide net.
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Post your job on popular sites like Indeed or LinkedIn, share it on your company's social media, and encourage employees to refer candidates they know.
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For example, if you're looking for a software engineer, you might attend tech meetups, partner with coding boot camps, and post the job on GitHub jobs.
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This approach helps you reach a diverse group of candidates and increases your chances of finding the perfect fit number three
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Streamline the screening process.
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Use tools like an Applicant Tracking System to quickly filter through resumes based on key qualifications.
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Imagine you're hiring a customer support specialist, an ATS can scan for keywords like CRM or customer service, allowing you to focus on the most relevant candidates.
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Follow up with a short phone interview to gauge their communication skills, ensuring that only the best candidates move forward in the process.
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Number 4.
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Conduct structured interviews.
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Keep your interviews consistent by asking every candidate the same questions, which makes it easier to compare them fairly.
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For instance, if you're hiring a sales representative, you might ask each candidate, tell me about a time you exceeded your sales targets, what was your approach?
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This method not only helps reduce bias but also ensures you're assessing all candidates on the same criteria.
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Number 5.
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Maintain clear communication.
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Keep candidates in the loop throughout the recruitment process to create a positive experience.
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For example, after an interview, you could send a quick email saying, "Thanks for your time today, we're still interviewing and will update you next week."
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This simple step shows respect for the candidate's time and helps keep them engaged, even if the process takes longer than expected.
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Clear communication reflects well on your company and can make a big difference in how candidates perceive you, even if they're not ultimately selected.
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section 4 Examples.
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Let's look at a couple of examples.
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Number 1.
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Tech company recruitment.
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A leading tech company, for instance, might source software engineers by attending university career fairs, posting job ads on LinkedIn, and partnering with coding boot camps.
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They use coding challenges as part of the screening process and conduct multiple interview rounds, including technical and behavioral interviews, to find the best talent.
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Number 2.
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Internal promotion.
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A retail company may identify the need for a new store manager.
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Instead of hiring externally, they might promote an assistant manager who has demonstrated leadership potential.
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This internal recruitment saves time and costs while rewarding employee loyalty.
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section 5 Summary.
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To sum up, the recruitment process is a critical function that helps organizations find and hire the best talent.
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It involves several steps, from identifying the need for a role to onboarding the new hire.
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By following best practices, such as defining roles clearly and using multiple sourcing channels, companies can enhance their recruitment efforts and build a strong workforce.
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All right, that's all for today's topic.
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If you have any questions regarding this video, please leave your thoughts in a comment below.
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I hope you guys have enjoyed this video, and if you did, make sure you give it a thumbs up and subscribe to my channel.
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Thanks for watching, and I will see you next time.
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Vocabulaire et conseils d’expression pour cette leçon
Cette leçon d’expression orale de niveau C1 s’appuie sur la vidéo « What is recruitment process? ». Les mots qui reviennent le plus souvent : candidate, recruitment, process, step, interview. Cette vidéo contient 90 phrases et 1055 mots à répéter en shadowing. La partie parlée dure 6:40. Le locuteur parle à un rythme naturel d’environ 158 mots par minute, proche d’une conversation courante. Seuls 80 % des mots font partie des 3 000 mots les plus courants en anglais, le vocabulaire est donc exigeant.
Vocabulaire clé de cette vidéo
Les 15 mots les plus avancés de la vidéo, avec leur prononciation et leur sens :
| Mot | Prononciation | Sens |
|---|---|---|
| recruitment nom | /rɪˈkruːt.mənt / | recrutement |
| qualification nom | /ˌkwɑlɪfɪˈkeɪʃən/ | qualification |
| evaluate verbe | /ɪˈvaljʊeɪt/ | évaluer |
| enhance verbe | /ɪnˈhæns/ | augmenter, accroître |
| assess verbe | /əˈsɛs/ | estimer, évaluer |
| criterion nom | /kɹaɪˈtɪɹ.i.ən/ | critère |
| finalize verbe | /ˈfaɪ.nə.laɪz/ | achever, finir |
| keyword nom | /ˈkiː.wɜːd/ | mot-clé |
| streamline verbe | /ˈstriːmlaɪn/ | fuseler |
| unqualified adjectif | non qualifié | |
| vacancy nom | /ˈveɪkənsi/ | chambre libre |
| verification nom | /ˌvɛ.ɹə.fɪˈkeɪ.ʃən/ | vérification |
| perceive verbe | /pɚˈsiv/ | percevoir |
| integrate verbe | /ˈɪn.tɪ.ɡɹeɪt/ | intégrer |
| specify verbe | /ˈspɛs.əˌfaɪ/ | spécifier |
La grammaire de cette vidéo
Les structures que le locuteur utilise le plus, avec les mots exacts de la vidéo :
| Structure | Dans la vidéo |
|---|---|
| Voix passive be + participe passé — l’accent est mis sur ce qui arrive, pas sur qui le fait | are placed · are defined · is finalized |
| Present perfect have/has + participe passé — une action passée qui compte encore maintenant | Have you ever wondered · has demonstrated · have enjoyed |
| Propositions relatives who / which + proposition — une précision sur une personne ou une chose | those who meet · interviews, which can · questions, which makes |
Prononciation à surveiller
Le locuteur utilise 12 contractions et formes réduites, comme you're, they'll, they're. Prononcez-les sous leur forme courte, telles que vous les entendez.
- Les sons « sh » et « zh »: qualification /ˌkwɑlɪfɪˈkeɪʃən/, verification /ˌvɛ.ɹə.fɪˈkeɪ.ʃən/, precision /pɹɪˈsɪʒ.ən/
- Mots longs — placez bien l’accent: qualification /ˌkwɑlɪfɪˈkeɪʃən/, criterion /kɹaɪˈtɪɹ.i.ən/, verification /ˌvɛ.ɹə.fɪˈkeɪ.ʃən/, internally /ɪnˈtɜːnəli/, behavioral /bɪˈheɪvjəɹəl/
Les sons difficiles pour les francophones :
- /h/ — il se souffle, il n’est pas muet: enhance /ɪnˈhæns/, behavioral /bɪˈheɪvjəɹəl/
- /r/ anglais — langue recourbée, sans frotter la gorge: recruitment /rɪˈkruːt.mənt /, criterion /kɹaɪˈtɪɹ.i.ən/, streamline /ˈstriːmlaɪn/, verification /ˌvɛ.ɹə.fɪˈkeɪ.ʃən/, integrate /ˈɪn.tɪ.ɡɹeɪt/
Comment s’entraîner avec cette vidéo
- Écoutez la vidéo en entier une fois sans parler et notez les mots que vous ne connaissez pas.
- Commencez à la vitesse 0,75×, répétez phrase par phrase, puis revenez à la vitesse normale quand cela devient facile.
- Enregistrez-vous et comparez avec l’original, en faisant attention à des mots comme recruitment, qualification, evaluate.
Qu'est-ce que la technique du Shadowing ?
Le Shadowing est une technique d'apprentissage des langues fondée sur la science, développée à l'origine pour la formation des interprètes professionnels. Le principe est simple mais puissant : vous écoutez de l'anglais natif et le répétez immédiatement à voix haute — comme une ombre suivant le locuteur avec un décalage de 1 à 2 secondes. Les recherches montrent une amélioration significative de la précision de la prononciation, de l'intonation, du rythme, des liaisons, de la compréhension orale et de la fluidité.