Recruitment

The recruitment process is an important aspect of Shanna’s corporate culture.

Introspection
Your CV
Online application
Interviews
Decision and offer

You may have already prepared yourself for a job. But did you take time to do a little introspection? This step is often underestimated. However, at Shanna, we think we should start from there.

Have you ever found out that you are good at something you are not passionate about? There are many of us here. Sometimes you develop a talent by doing something you love, or you acquire a skill in a project or job. The more skills you have, the better. However, it will be difficult for you to develop professionally if you are not interested in your work. Before applying, take a few minutes to ask yourself the following questions:

• Can you name something you learned that has definitely made your life easier?
• Do you owe the majority of your success to your own efforts or teamwork?
• What do you prefer: solve a problem or move a debate forward?
• What is the most rewarding position you have held? Why?
• Describe the best team you worked with. Why did this experience affect you?

Now spend a few minutes taking stock of your journey. Review all your professional highlights and try to visualize a thread that will guide you through the rest of your career.

What is this exercise for? Your skills, interests and goals are the result of your life, experiences, successes and failures. If we hire you for your skills, we will have earned a qualified employee. If we recruit you for your skills, but also for the passions that have animated you for a long time and for your specific experiences and points of view, we will have won a Shanner. That is what we are interested in.

You may be tempted to take your latest CV, update it, make some small changes and add your last position. But we suggest you go a little further: we believe that you will feel much more comfortable in your job search if you follow our recommendations.

Keep your old resume on hand if you are in need of inspiration, but start with a blank document and create a specific resume for each position you are interested in.

For each position:

• Identify the competencies and experience that correspond to the job description. link your experience directly to the required qualifications (and don’t forget to add numbers).
• Be specific when describing projects you have worked on or managed. What results have you achieved? How did you measure the success of these projects? If in doubt, follow this template: “I have completed [X], as [Y] attests, by performing [Z]”.
• If you have held a position of responsibility, indicate it. How big was the team? What were your missions?
• If you have recently graduated from university or have little professional experience, indicate school projects or work that illustrate your skills and knowledge.
• Anyway, we do not impose any length limits, but conciseness and precision are essential. Before writing a multi-page CV, think carefully and choose the information you want to include.

Cover letters are not mandatory (our team does not necessarily take them into account). It is up to you to decide if you want to add one to your application. If you would like to send a cover letter, be aware that most of the advice we have given you to write a good CV is also valid in this case. For example, we recommend that you customize it to fit the position you are interested in, demonstrate that you have made a difference, and provide supporting figures. Link your passion to the job you're looking for, and unveil your personality a little more.

We want you to focus on the positions that interest you and that fit your profile rather than sending dozens of applications. If this method is tempting, it is rarely successful, believe us. Focus on quality, not quantity.

Using thejob search tool, tell us who you are, what you do, where you want to work, etc. Then start looking at some offers that fit you. Remember that you can apply for up to three positions every 30 days.

Note: Most Shanners applied for several other jobs at Shanna before successfully completing an interview. When a candidate is not taken, it is often for reasons of timing, not because of lack of skills or qualifications. If you are not selected for the first time, this should not prevent you from applying for other jobs.

If a member of the recruitment team thinks you could fit the profile you are looking, you move on to the first step in our recruitment process.

Although the procedure may be slightly different from one position or team to another, the same basic principles apply to both technical and marketing jobs, whether they are traineeships or positions of responsibility. Some of the steps outlined below may not apply to the position you are interested in, but overall, we assess candidates in our recruitment process:

Online assessment : We may ask you to take a short online assessment once you have sent in your resume (for example, you may receive a coding questionnaire).

Brief virtual discussions : before offering you further interview, we usually organize one or two conversations by phone or videoconference. These discussions are intended to check whether you have the required skills. In most cases, they take place with a recruiter, and later a recruitment officer or a staff member in similar roles to the position being filled.

Practical test : sometimes we ask people to do a small project before the in-depth interview phase. This exercise can consist of preparing a case study, presenting a written file or providing code examples (do not panic: this test should not frighten you, and we will inform you in advance). The goal is to help us understand how you think and how you approach problems. We'll quickly tell you what additional items to provide, if necessary.

In-depth interviews : these discussions are a special moment for us. We take them very seriously, because (at the risk of falling into the cliché) it is the Shanner who make Shanna. Our process can be demanding (usually between three and four interviews in a day, in video conference or on site), but they takes place in a friendly and caring way. It also gives you the opportunity to get to know us better. Our goal is to offer a fair and inclusive experience in order to give a chance to candidates from all walks of life.

At the end of the day, we want to assess your skills and find out if your profile corresponds to the position to be filled. We therefore conduct our interviews in accordance with the following principles:

• Structured interviews: we assess each candidate using clear assessment grids, and we use these grids for all profiles that appear to fit the position. In this way, everyone is on an equal footing, and the singularity of the candidates emerges more easily.
• Open questions: we ask open-ended questions about how you solve problems. We want to understand how you think, how you interact with a team and identify your strengths.

With regard to accessibility, our recruitment team is there to help you. Whether you need a sign language interpreter, specialized equipment, breaks or a little more time, we will do everything we can to help you get these interviews to the best possible conditions.

Once you have gone through our various interviews, we gather all the elements of your application file and the comments from our exchanges to review them.

We say “we” because our decision always takes into account several points of view. If we determine that you are the best candidate for the position to be filled, the recruiter with whom you have spoken will contact you to make an offer.

Once you accept this offer, the Shanna integration team will tell you more about benefits, advantages, badge use, mutual insurance and many other topics.
Welcome among us.