Everything you know is wrong...

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Everything you know is wrong

Marie-Eve Bernard is a recruitment consultant for Acceo Solutions. Faithful follower of the TruMontreal, she gives us her reflection on one of the themes discussed this year,

"Everything your know is wrong...

Recrutement TruMontreal

This is the title of one of the workshops that Bill Boorman was to animate at the last edition of TruMontréal. He could not be present this year. His sidekick Aki Kakko, who had to improvise the workshop in his place, sent us the question.

Bill surely had a clear idea in mind. Instead, we spent this hour trying to figure out what he would have liked to say and discuss what we thought was wrong. A few weeks later, writing a report of that day, I reflected on this workshop and this question.

The question was not "Everything you do is wrong" but rather "Everything you know is wrong".

If, indeed, we were wrong?

The job of recruiter has evolved. Our current working tools are: email, Facebook, LinkedIn, Twitter, schedulers, TTY, HR reports, recruitment reports.

Our daily job is now to create the most eye-catching ad or video, to reach a highly targeted audience, to get the most clicks, to effectively measure the performance, the sources, for adapt and join as many qualified candidates as possible.

We follow excellent training on the employer brand, the use of tools, the recruiting branding. We optimize our processes, standardize winning approaches.

Success is in Big Data. The team that will best analyze its many data will get a better conversion rate, better candidates, better employees.

I myself am the first convinced of the usefulness of these tools, I use them, I am these formations, I exchange with pleasure on this subject with my counterparts.

What if we forgot something?

Last year, Bill told us, "Accountants are hiring accountants. No recruiters."

What if candidates recruited candidates?

The nature of our job makes us think, act like a recruiter.

If we took a few minutes to put ourselves in the candidate's shoes? As a passive candidate, but also as a candidate looking for a job for several weeks or months.

I did the exercise.

As a candidate I would like to talk to someone. I would like to follow up on my application. I would like to receive a call following an interview. I would like to feel that the recruiter is interested in me, treats me as an important person, thanks me for the time given to his company and gives me the impression that my candidacy, retained or not, is important for the company.

I would like him to share his stuff, give me feedback on my interview, tell me honestly how I can improve myself.

Why did I choose to work at my current employer? The products we develop interest me, but that's mostly because of the way I was treated during the hiring process.

If I ask my colleagues, they answer me the same thing.

The technological tools available are indeed of great use in a world of competitive recruitment. A strong employer brand will attract a large pool of potential candidates.

But if, instead of investing even more in brand programs and tools, we kept a few minutes a day to pick up the phone and talk to our candidates?

If we thought like a candidate?

Everything you know is wrong .... Maybe that was Bill's message.

A GREAT thank you Marie-Eve for your reflection, your presence and participation. Looking forward to seeing you again next :)

Follow Marie-Eve: Twitter - Linkedin

 

Comments

Bonjour Marie-Eve,

Effectivement le dialogue est et restera le meilleur “outil” pour le recrutement.Il faut prendre conscience que l’on n’embauche pas un diplôme et une somme d’expérience mais une personne humaine avant tout :)

Bonjour,

Merci pour votre commentaire. Heureuse que vous ayez apprécié l’article!

Bravo ! Je travaille avec des candidats de niveau Universitaire qui son en recherche d’emploi et je ne trouve pas que les entreprises qui se disent en pénurie de talent prennent le temps de faire vivre aux candidats une «Expérience client» de qualité !

Très bon commentaire. J’ai complété plusieurs audits de processus de recrutement au cours de ma carrière et peu importe le type de technologies utilisées et leur niveau d’adoption, une seule chose demeure inchangée : le peu de feedback reçu par les candidats tout au long du processus de recrutement…et pourtant !!! les différents outils mis à la disposition des équipes de recrutement peuvent grandement faciliter ces activités. Comme mentionné dans le billet de Marie-eve, n’oublions jamais que l’image de marque d’un employeur bâtie via des campagnes de communication innovantes peut basculer instantanément avec une mauvaise expérience candidat. Bon recrutement…

In reply to by Johanne Dumas (not verified)

On revient toujours à la base n’est ce-pas :) Merci Johanne

Merci pour ce rappel précieux,

Temps – méthodologie – outils – techniques sont des atouts précieux qui peuvent s’organiser et s’apprivoiser… en revanche une posture résolument ouverte, généreuse, humble et disponible est plus qu’une compétence, c’est un état !

Soulignons également le travail d’équipe nécessairement important, au sein d’un service recrutement interne ou externe :
chargé de recherche, consultant, sourceur, community manager, évaluateur… doivent beaucoup et de manière qualitative échanger pour mieux comprendre, évaluer et restituer d’une même voix.

Caroline Guichet
Recruteuse, sourceuse, animatrice, rédactrice

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