Step Two - I launch the recruitment with my Talent Attraction Partner


I partner with the recruiters team, in mutual trust. I help them understand my current need and possible evolutions; we define together the best sourcing approach and clarify the respective roles of each stakeholder in the process. I trust their market knowledge to adapt the job posting and define the best strategy.

WITH WHOM do I take this step?

  • The assigned Talent Attraction (TA) Partner (recruiter) will plan the intake meeting with me.

MY CHECKLIST & links to TOOLS

 What are the critical outputs of this step before going to the next?

  1. You adapted the job content and it’s posted, you agreed on job specifics and the sourcing approach is clear
  2. I identified levers and key moments to inclusion and diversity in the process and checked the User Guide
  3. Decision is taken about stakeholders to involve (interviewers panels, external agency upon guidance of my Talent Attraction Partner)
  4. I know how to follow-up on the recruitment in the Talent Attraction tool on HR Services.

 HOW I CAN BOOST ONE DIGNITY & SUSTAINABILITY

  • Can I make the job location flexible (when not bound to a region or country functionally or tax wise)? 
  • How does the candidate profile I have developed for this role contribute to the diversity needs of my team and the Group? 
  • Have I run the job profile through the Gender Decoder to ensure it is gender neutral?

AND NOW, WHAT CAN I EXPECT? 

The Job Ad is LIVE In the TA tool you’ll be able to follow-up on incoming applications. 

Your TA Partner will inform you where he/she can bring value in the pre-selection of CVs.

Plan your next touch points with your assigned TA Partner.


→Click here for STEP THREE - I Promote the Job Opportunity










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