Hiring well: clarify the need before the first interview
A failed hire often starts before the first interview. Clarifying the real need avoids choosing the best candidate for the wrong role.
The candidate had an excellent background. The interview went well. Six months later, the collaboration is not working, and nobody really knows why.
In many cases, the difficulty comes neither from the candidate nor from the interview. It comes from a need poorly defined at the start.
Four questions help clarify that need, before even publishing a job offer.
Why this role, now? A departure to replace, a growing activity, a missing skill. The answer changes the profile you look for.
What do you expect at six months? State three concrete results the person should have achieved. They will serve for the job ad, the interview and the probation period.
Which skills are essential, and which can be learned? Confusing the two leads to rejecting good candidates, or hiring ones who do not fit.
Which team will the person join? Management style, pace and the way decisions are made matter as much as technical skills. Describing them honestly attracts the right profiles.
During interviews, these answers become a shared grid. Everyone assesses the same criteria, which limits impressions and bias.
Finally, onboarding needs preparing. The first weeks often shape what follows: a named contact, clear objectives, regular check-ins.
CONTRESENS offers recruitment support for companies: clarifying the need with the manager, attending the last two interviews and a written summary. The decision remains the company's. Candidates' data is processed on its behalf, according to its instructions.