Publicação em blog

Comment recruter efficacement et en toute transparence ?

Peter Gold

Founder, Storifyd

Aujourd’hui, la transparence représente un enjeu majeur pour les entreprises qui doivent désormais lever le voile sur un certain nombre d’informations ou processus jusque-là noncommuniqués. Une obligation à laquelle il est conseillé de ne pas déroger, pour ne pas subir d’importantes pénalités.

Déjà, l’année dernière, des entreprises s’y sont risqués. Uber avait ainsi dissimulé un piratage informatique, tandis que Google a été poursuivie pour discrimination sexuelle. Des scandales qui ont certes terni l’image des deux sociétés, mais qui se sont aussi soldés par une perte de confiance des consommateurs. De quoi également, dans certains cas, pénaliser les plans de recrutements…

Faut-il alors briser la culture du secret ? La réponse est oui. D’autant plus si les entreprises souhaitent rester dans la course à la compétitivité, le chemin de la transparence paraît inévitable.

Dans les organisations, tous les départements décisionnaires sont concernés par ce devoir de transparence, y compris les ressources humaines. En effet, la croissance et le recrutement reposent en partie entre leurs mains. Aujourd’hui, les demandeurs d’emploi, en particulier les nouveaux diplômés, exigent des processus de recrutement clairs et limpides. Un critère décisif pour les entreprises qui s’y appliquent puisqu’elles mettent ainsi toutes les chances de leur côté pour attirer et fidéliser les meilleurs talents.

Comment les départements RH peuvent-ils rendre le processus de recrutement plus transparent ?

Être réaliste. Votre entreprise offre-t-elle de la flexibilité au travail, ou au contraire exige-t-elle des collaborateurs une présence régulière au bureau ? Travaillent-ils le weekend ou tard le soir ? Partent-ils après 17h le vendredi ?

Il n’existe pas de réponses types à ces questions, cependant les employeurs doivent être clairs, en explicitant les exigences attendues sur un poste. Il faut être honnête et s’assurer que le candidat détienne toutes les informations essentielles. En maintenant une transparence absolue sur la culture de l’entreprise, collaborateurs et employeurs ont tout à gagner : d’un côté les collaborateurs se sentent plus à l’aise, de l’autre, les employeurs dénichent les talents les plus qualifiés.

Utiliser les réseaux sociaux. En France, plus de la moitié des Français (50,4%) se rendent tous les jours sur au moins un réseau social. Des sites comme LinkedIn et Glassdoor permettent aux employeurs de partager des informations sur leurs entreprises plus simplement et rapidement. Pour les candidats, ces plateformes sont un atout de taille : il est plus facile pour eux de repérer les descriptions d’un poste ou encore d’exclure les entreprises qui ne correspondraient pas à leurs attentes.

Pour les recruteurs l’utilisation des réseaux sociaux peut permettre d’attirer les talents avec plus d’originalité. Les descriptions de poste intéressantes et créatives, publiées en ligne, permettront de susciter l’intérêt des postulants et de créer des flux de conversations positifs via LinkedIn par exemple. L’occasion également de présenter l'entreprise de façon plus transparente. Quoi de mieux pour attirer les meilleurs profils et ainsi légitimer l’organisation.

Communiquer avec les candidats. Durant le processus de recrutement, il est essentiel de renforcer la communication entre les recruteurs et les candidats. Une bonne communication améliore leur expérience de recrutement et par la même occasion l’image de l’entreprise. Le pouvoir des petites attentions est efficace : de la planification électronique de l’entretien au suivi rapide des candidatures… on optimise sa transparence tout en se différenciant de la concurrence.

Aujourd’hui, les consommateurs peuvent suivre chaque étape d’un processus d’achat via leur téléphone. Aussi, les candidats s’attendent à recevoir des mises à jour régulières sur leur recrutement. Afin de fluidifier le processus, il est désormais possible pour les entreprises d’instituer des plateformes qui permettent aux postulants de suivre les différentes étapes de leur recrutement et d’avoir accès aux informations dont ils ont besoin.

Tenir compte des données personnelles. Depuis Mai 2018, toutes les entreprises doivent se conformer au RGPD (Règlement Général sur la Protection des Données). Aussi, il est essentiel qu’elles prennent en compte les données personnelles de leurs collaborateurs, actuels et futurs, pour démontrer qu’elles ont intégré la notion de protection de vie privée. Au-delà de cet enjeu, c’est aussi un investissement qui renforce la relation entre le recruteur et le candidat.

Les gestionnaires RH doivent s'affranchir des descriptions de poste trop génériques et des processus de recrutement qui rendent la relation recruteur-postulant inefficace, pour se concentrer davantage sur l’expérience du futur collaborateur. La mauvaise réputation d’une entreprise peut sérieusement affecter ses capacités d'embauche par un manque de candidatures, et ainsi impacter sur les activités.

La mise en place d’un processus de recrutement transparent permet donc une clarté des échanges. Un point inévitable si l’on souhaite satisfaire les candidats et améliorer la réputation de son entreprise. En interne, ces processus transparents rendent la tâche moins laborieuse pour les gestionnaires RH et favorisent l’épanouissement des collaborateurs.

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15 Tried and Tested Competency-based Interview Questions

Artigo

15 Tried and Tested Competency-based Interview Questions

Creating a meaningful competency framework or model is about identifying the key abilities required to improve performance and achieve success. It's why competency management touches many different talent management processes, including talent acquisition. And when it comes to assessing whether a job candidate has the competencies that align with your organization's needs, competency-based interview questions can really help. For example, if your company's life blood is its focus on customer support, then you better make sure that the candidates you are assessing possess the kind of skills required to deliver outstanding customer service and support. The same principle applies for other competencies that might be core to your company's success such as innovation, collaboration, or adaptability. 15 Real-World Examples of Competency-Based Interview Questions We recently asked our customers to share some examples of competency-based interview questions that they've used to predict the future performance of a candidate. Here are 15 questions they shared with us. Customer Orientation What was your most challenging customer service moment, and how did you make the customer satisfied that they'd been heard? Please share an example of when you went above and beyond for a customer. Initiating Action Talk to me about a time when you initiated a people process or program that was successful in your organization. Why did you believe your organization needed the program and what steps did you take to initiate and develop the program? Continuous Learning Tell me about a time you created an error. Tell me what you learned. What was your last work related mistake? What did you do after the mistake? What could have been done to prevent the mistake? What did you put in place, if anything, to avoid making that mistake again? Have you ever championed a process or a program that failed to take hold in the organization? What steps did you take, and how would you change your approach the next time so that your organization would integrate the initiative? Adaptability Tell me about a time when you were faced with a challenge and you were unable to meet the deliverable. Tell me about a time when you were working on a project and things did not go as planned. How did you complete that project? What have you done when you have run into significant obstacles or barriers that were blocking you from what you were trying to accomplish? Give a specific example that captures your approach. Collaborating and Valuing Difference Please describe the most recent thing you have done at work that demonstrated your willingness to work with others. In order to create a spirit of teamwork and unity, how do you show appreciation for diverse backgrounds and talents of others? Tell me about a time when working as part of a team seemed like a challenge and how you overcame the obstacles. Stress Tolerance Describe a project that had a lot of moving parts and how you handled it. What was the most difficult day EVER on the job (can be any job you've had), why was it the most difficult day and how did you handle it? Operational Decision-Making Tell me about a time when you did not have all of the information you needed to complete an assignment or project. How did you proceed? A big thank you to our customers who are always so generous with their experience and expertise. In particular, to the following customers whose questions were used in this article: Aircastle Advisor Bank of Queensland Builders Mutual Insurance Company CGB Enterprises ECI H.O. Penn Machinery Co. Kershaw Health, Killian Construction Co. Mag Pellet Richland County Public Library SGT Inc. Solix Inc. Southern Careers Institute Southern Management Corporation Swope Health Services

PROFILE OF THE MONTH: Andrea Sennett

Publicação em blog

PROFILE OF THE MONTH: Andrea Sennett

It is becoming a great tradition to tell the stories of some of our amazing team members in the blogs under the umbrella “Profile of the month”. We kicked off with Sarah Spence, sharing with you all her incredible successes within the business. After that we had Gary Evans who spoke up about gender balance and how he manages modern challenges as a team manager. And now, I am delighted to introduce you to Andrea Sennett, Senior Content Partner Manager, EMEA, who has been part of the Cornerstone family since 2013. Hope you enjoy this conversation between Andrea and myself. I’m responsible for… acquiring new partners in the content ecosystem and ongoing management of our Content ecosystem in EMEA. I got here… thanks to Gary Evans! He used to be my client in the olden days when I was at Thomson NETg and he was at Direct Line (20 years ago!). He pinged me an email on LinkedIn pretty much 7 years ago and you know the rest! My typical day… it’s so diverse. I can be talking to potential new partners, handling pricing negotiations with our partner network, speaking to internal teams about what we offer, working with Content Operations’ to get partners ready for sale or presenting to clients! Not one day is the same as the next and that’s what I love about it! My most memorable moment… shaking Princess Diana’s hand as she opened a hospice when I was 11 years old and went to see her with school. Closely followed by sitting less than 5 meters way from Bill Clinton at a charitable dinner. The worst and best part of the job… honestly, I adore my role here. As naff as it sounds… I am going to say the worst part is having to use Salesforce! Clearly the best part to me are the people. Pretty much everyone I work with internally and externally are simply awesome. My funniest/worst and best trait… my dislike of bad manners 😊 and I am not afraid to tell someone when they have been rude! My best trait is tenacity and willing to have a voice. Watching Adam Grant I realised why I am so very often underestimated… I am a ‘Disagreeable Giver’ and proud to be one! How come you’re so good at giving presentations? I know what I don’t want to listen to, and I try not to put others through it!! People buy from people and even though I am not in direct sales that fact has always stuck in my mind. I work to understand my audience and aspire to never read a deck, only have it as a background filler! I like to tell a story. Why do you think W@C is an important network? I was told early in my career: “You need to realise life isn’t fair”… My response, “It doesn’t mean I can’t aspire for fairness!”. At the time, that moment taught me that speaking out like that was actually a career limiting move for me! Fairness in my mind comes from the heart of everything in life, not just being female. To have a network like W@C that I can be part of to channel that voice and progression towards fairness gives us a collective voice and helps us to be heard. If you want to join the Cornerstone family, check out our careers page and apply for your dream job today!

2019 Nucleus Research talent management value matrix

Pesquisa

2019 Nucleus Research talent management value matrix

As organization's look for new and better ways to engage their employees, foster cultures of continuous learning and development, and build agile workforces of the future - technology certainly plays a big role. But evaluating talent management technology providers can be challenging. Who will deliver the most value for your investment? Cornerstone named a talent management technology "leader" In the 2019 Value Matrix, Nucleus has assessed select talent management vendors based on their product usability and functionality as well as the value that customers realize from the capabilities of the product. "Cornerstone OnDemand continues to be a “one stop shop” application for all facets of talent management." Investments in machine learning and predictive analytics have contributed to Cornerstone's leadership position in the 2019 Value Matrix. The use of machine learning allows the Cornerstone clients to regularly analyze employee information and learning activity so that they can deliver relevant content aligned to personalized learning journeys based on platform recommendations. You can that see Saba Software, who Cornerstone acquired in April of 2020, is also placed in the “Leader” quadrant, further solidifying our place as an industry leader and value-packed solution provider. Download the report and see why Cornerstone was cited as the top leader for both usability and functionality in the 2019 Talent Management Technology Value Matrix!

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