Recruitment Process at L’Orient-Le Jour and L’Orient Today
This process aims to efficiently and sustainably recruit a new employee. An effective process should evaluate the alignment between the company’s needs and the candidate’s qualifications: the job requirements, the professional skills, and especially the attitude/personality. The goal is to find the candidate who most closely matches the defined profile.
People Involved:-
Human Resources Manager
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Department Head
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Editor-in-Chief
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Executive Director
Step 1: Identify a need or opportunity for a job (departure of an employee, business development, strong growth in activity, transfer, etc.).
Step 2: Define the position and the desired profile: describe the details of the position to be filled and write or update the job description:
What profile is required?
What qualifications are ideal for the position? What other professional experiences are needed?
What level of experience in the field is required?
What technical skills are essential?
Working conditions: Fixed-Term Contract, Permanent Contract, or internship; full-time or part-time
Positioning within the organization (hierarchical relationships, etc.)
Salary: the compensation range
Objectives:
Be creative
Always be in recruitment mode, not just waiting for needs to arise
Launch recruitment campaigns through various channels
Seek out young talent early at universities
Define the duration of the recruitment process (e.g., 2 weeks, 1 month, etc.).
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Launch a recruitment campaign:
Define the budget allocated for this recruitment campaign
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Communication channels:
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LinkedIn, Facebook, Instagram
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L’Orient-Le Jour / L’Orient Today website
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L’Orient-Le Jour print newspaper
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Universities
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Keep a continuous job posting on our website to regularly gather applications (using Google Form)
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Universities:
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Build strong ties with universities in Lebanon and abroad (France), implement a process, and develop an attraction approach.
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Direct outreach (head-hunting).
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A long-term internship program would be ideal.
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Appoint journalists within the newsroom to organize presentations with HR (presentations, intern forums, etc.).
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The first “pre-selection” is done by the HR department, which analyzes the CV and cover letter according to the selection criteria to create a shortlist.
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The second selection is done by the department head, who selects the final candidates for an interview.
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A third selection of candidates is done through a skills assessment test, if applicable to the position.
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A fourth selection is made through an interview with the HR department and the department head.
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Final choice: the last interview with the Editor-in-Chief / Department Head / Executive Director.
The test and the first series of interviews can be done together.
It is mandatory that the candidate meets with at least two responsible persons for an interview before being selected.
Step 6: Communicate the job offer.Unsuccessful candidates for the position are kept in the candidate database and may be considered for future hiring opportunities.
Step 7: Onboarding the new hire into the company.