It is essential to adapt one’s strategy to the profile sought. Recruiting well is always a challenge, even for an experienced recruiter, and even in a so-called « easy » context. In a tense context, where the market shows itself unequivocally in favor of the candidate, it is essential to adapt one’s strategy.
« Being agile » to recruit well would be our first piece of advice. From the simple transfer of a CV to the establishment of a real headhunting mandate, the service offering differs enormously. Favoring the tailor-made approach of the service provider will have a decisive impact on the success of the recruitment. The expertise of the consultant and the good practices of the firm will make the difference.
The optimization of the recruitment process goes through a « dynamic » process, and digital is its synonym. It is mobilizing, but essential to keep the motivation of the candidates involved. It is therefore important to take care of one’s image. Social networks give the feeling that everything is within reach of a click. However, reality is quite different, and recruitment is a profession in its own right.
It is essential to be visible on the web. The giants of social networks have seized this phenomenon. It is now possible to mass-contact potential candidates while feigning a personalized approach. However, these so-courted candidates are not fooled. To circumvent the situation, the recruiting company must develop « its branding ».
Marilyn Hurlin, Co-founder (The Recruiter): Highlighting elements of differentiation gives another dimension to a recruitment, because today, the salary package is no longer enough. Other aspects, such as the position itself, the development potential, but especially the personalities encountered, their values and the vision they transmit, make all the difference. We offer a human dimension to all our candidates, and we bring our expertise in the selection and « assessment » of their soft skills using tools such as DISC, MBTI and OPQ.
