Hello everyone! Today I am going to speak about the "behind the scenes" of recruitment.
The job market is a big business.
Everyone knows what is the recruitment as a candidate, whether for a job, the army, a competition or a casting.
But ... did you ever wonder what was happening on the other side?
What is the job
of recruiter?
You understand that a recruiter is someone who recruits people.
But it is more complicated because recruiting is not just an act.
In reality, it involves a lot of things on the human and legal fields, and it's also take a lot of time and energy.
Recruiting someone means matching a person with a position and making sure that it will work for that person and for the employer,
as long as possible! It's not a small matter! Ideally a recruitment process for a position will last about two months:
- reap the need of the company - write the job offer
- sort the applications, - pre-phone interviews,
Invite candidates to physical interviews, do sourcing, receive candidates, give them tests, identify the best, contact them, make the negative answers...
- and sometimes doing the statistics with respect to gender equality or the hiring of people with disabilities.
We are more and more inspected about equality.
We then follow the integration of the candidate in the company to make sure that everything goes right.
And for all of these actions, you need more and more specialized skills, that's why we are going to look more and more towards
recruiters who have recruitment or psychology trainings.
Recruiters are often firms or headhunters who work for employers. Some employers decide to recruit themselves,
but it is risky because they will not necessarily be trained in recruitment
and will not necessarily know the laws - for example they will ask personal questions,
they will be more likely to discriminate,
and finally they will not necessarily know how to correctly analyze the skills and personality of a candidate.
If you want to know more about the employment market or the headhunting, do not hesitate to ask me in comments,
I will be happy to explain all this in a next video :)
Posting a job offer is not as easy as it seems.
Before the broadcast, we have to think about a strategic media plan:
we will not necessarily broadcast a technician offer and an IT offer on the same sites.
Hence the interest for you to know a little before posting your CV anywhere with the risk of wasting your time.
Then post a job offer on a jobboard is usually paid
and it will even cost me between hundreds and several thousand euros for a broadcast of 1 or 2 months!
And if you submit your resume on a CV Libraries,
I, recruiter, I will have to pay to have access.
The job market is a big business.
That's why I really encourage you to apply spontaneously in companies,
because they do not have all the means to distribute their job offers or even to access your CVs on CV Libraries.
When you apply on a jobboard, there is a tracker that will send your application to the employer.
The recruiter is left with a database that will allow him to make a first sort.
Until now, for a position I had between 20 and 150 applications.
This figure changes according to the scarcity of the profession, the resources we have committed to the media plan, and the length of time we will broadcast the announcement.
It has happened that an employer asks me to favor people with disabilities, women or foreigners.
While this may seem normal to you,
it is important to be careful not to favor
those who are usually discriminated against at the expense of others,
because it is also a form of discrimination called "positive discrimination",
and elsewhere, we can not always know if someone has a disability or not because he does not necessarily mention it in his CV.
In short, all this to tell you that sorting is really complicated, especially when the employer has a lot of requirements.
I also received a lot of CVs from other countries. And there I had to face some difficulties:
- Already at the level of their diplomas: I spent hours looking for equivalences with our French diplomas;
- the absence of cover letters because most foreign candidates never do;
- and finally they do not always understand the status of "cadre" / "non-cadre"
that is specific to the French system.
When no candidate is suitable or the desired profile is too rare, I will do what is called "sourcing".
Recruitment sourcing is the search for profiles on the internet. So it's about looking for CVs through CV Libraries,
looking at social networks, and once you've found good profiles, call people to talk to them about the offer.
I am also in regular contact with schools and universities,
which sometimes give me good profiles of young graduates. In fact, sourcing is a bit like looking for a partner on Meetic.
We use Boolean operators, we look for a profile that matches with the company, we try to seduce him by writing him an approach message,
we invite him to an interview (sometimes it can even be in a bar or outside),
sometimes he or she stands us up and we are disappointed,
we wonder what is wrong with us or what we said wrong.
Often it is us who call the person
to tell him as gently as possible that he/she does not suit,
sometimes it is done by mail, sometimes we do not say anything ...
And when the person is good we know almost immediately, from the first seconds,
and it is a story of several years will begin between this person and the company.
Good recruiters will take care to call the candidates to make a return when it is a refusal.
This is not the case for all recruiters. But know that we often have hundreds of candidates to contact
so even with good will, it is very complicated! This is why you often receive automatic rejection emails
that are sent massively to all candidates that we do not take.
And sometimes the chosen candidate fails to integrate
because his personality does not match with the team
or the job does not suit him eventually. So you have to start all over again!
So what about my personal difficulties in all this?
So I sometimes deal with people
with disabilities or financial difficulties,
and, being very empathetic, it's always difficult for me when I do not have a job to offer them or when I have to do them a job. refusal.
I would really like to be able to give a job to all these people in professional vulnerability.
The relationship I have with people, which is unique to recruitment,
is often a problem because it is not really natural. It's not a normal situation for me to sort people,
to allow them to judge them when I do not know them,
to validate or not their skills, and to reject them massively. But that I'll talk about it again because it marks me a lot.
I think I have gone through the few difficulties that I encounter mainly.
If there are recruiters among you,
do not hesitate to share yours in the comment section! Fortunately, the recruitment has these good sides
and it is always a pleasure to find the right candidate, to announce that he was chosen,
and to feel his joy and enthusiasm! And this is the best reward we can receive after all this research!
Regarding the job interviews, I will talk about it in a next video with my recruiter's point of view,
And do not hesitate to tell me if you, on your side, want to discuss around a particular theme!
Thank you all for your attention and I tell you so soon in an other video!
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