Recruitment Setup Checklist
- Define the exact role, hours and contract type (CDI, CDD, or intérim) before writing a single line of the ad.
- Set a realistic salary band aligned with the relevant collective agreement (convention collective) and minimum SMIC.
- Write a job description that separates must-have requirements from nice-to-haves so you don't reject viable candidates.
- Publish on the right channels for the role: Pôle emploi and job boards for line staff, LinkedIn and specialist networks for managers.
- Prepare a structured interview scorecard with 5-6 criteria scored 1-5 so candidates are compared on the same basis.
- Agree internally who signs off the hire and what your target time-to-fill is (for example, 10 working days for line staff).
- Confirm you can complete the DPAE (Déclaration Préalable à l'Embauche) with URSSAF at least the day before the start date.
- Set up a simple pipeline (spreadsheet or ATS) so no applicant goes more than 48 hours without a response.
New Hire Onboarding Checklist
- Send the signed contract and welcome details before day one, including start time, location and who to ask for.
- Complete the DPAE and schedule the mandatory pre-employment or new-hire medical visit (visite d'information et de prévention).
- Register the employee in payroll and provide the mutuelle (company health cover) documents on or before the first day.
- Prepare the workstation, access, uniform or equipment so the new hire can start productive work immediately.
- Assign a named buddy or manager for the first two weeks to answer day-to-day questions.
- Run a 30-60-90 day plan with clear objectives and a check-in at the end of the trial period (période d'essai).
- Cover health, safety and internal rules on day one and record that the induction was completed.
- Book a formal end-of-trial review before the deadline so you can confirm, extend or end the trial correctly.
Quick Reference: French Hiring Facts
- The DPAE must be filed with URSSAF between eight days before and the moment the employee starts work — never after.
- Trial periods for CDI: typically 2 months for employees/workers, 3 months for supervisors/technicians and 4 months for cadres, renewable if the branch agreement allows.
- The legal working week is 35 hours; hours beyond that are overtime and paid at increased rates unless a specific agreement applies.
- Employers must offer a compliant company health plan (mutuelle) covering at least 50% of the premium.
- The applicable convention collective sets minimum pay, classifications and notice periods for your sector — always check it before making an offer.
- Fixed-term (CDD) contracts must state a valid reason, a term or minimum duration, and generally include a 10% end-of-contract precarity premium.
How quickly can we realistically fill a line staff position?
With a clear job description, the right posting channels and a fast decision process, many line-staff roles can be filled in one to two weeks. The main delays usually come from slow internal sign-off and gaps in responding to applicants, not from a lack of candidates. Reducing the time between application and interview is the single biggest lever on speed.
What is HR outsourcing and what does it cover?
HR outsourcing means delegating some or all of your recruitment and HR administration to an external partner. This can include sourcing and screening candidates, managing job ads, handling contracts and DPAE filings, onboarding support and ongoing payroll and compliance tasks. It lets employers scale hiring up or down without expanding their internal HR team.
Should we handle recruiting managers differently from line staff?
Yes. Manager hiring relies more on targeted sourcing, structured competency interviews and reference checks, and it usually takes longer. Line-staff hiring is more about speed, volume and a smooth application-to-start process. Using the same approach for both tends to make one process too slow and the other too shallow.
How do we reduce turnover after we've hired someone?
Turnover often traces back to a mismatch between the job as advertised and the job as experienced, plus weak onboarding. Set honest expectations in the job description, run a real induction with clear early objectives, and hold a structured check-in during the trial period. Consistent feedback and fair scheduling in the first 90 days make the biggest difference.
What are the most common compliance mistakes when hiring in France?
The frequent ones are filing the DPAE late, using a CDD without a valid legal reason, missing the mandatory new-hire medical visit, and applying trial periods or pay that don't match the relevant convention collective. Each of these can create real cost or legal risk, so it is worth checking them against your sector's agreement before each hire.
Can Ronhoeus support both one-off hires and ongoing recruitment?
Yes. Support can range from filling a single urgent role to managing continuous recruitment and HR administration across multiple sites. If you'd like tailored help, use the Request staffing support option to describe your roles and volumes.