foremost, I want to thank you for your loyalty, having last week for a reason unclear (I'll have to work seriously to understand the intricacies of SEO) recorded a "peak" attendance of over 1200 unique visitors each day. Do not ask me how, I do not know! In any case, I sincerely thank you for encouraging me in this way ...
Well, that being said, let's selected publications in topic "High Hearts! . There has been much discussion of recruitment without CV. It's a concept I believe that I seems, can put the record straight and promote the skills or abilities of the candidates in a pattern expected. In short, a selection fairer, more equitable for those who consider themselves "can" or "height". To apply is then complete a questionnaire or answer questions well felt. The excellent Jean-Christophe Anna returned to this phenomenon by addressing the issue of recruitment without CV, including within large groups. However, I can help but wonder how the expected answers are validated questionnaires available. Who valid questionnaires, depending on what model allowed fair of all? I realize that an army of psychologists has toiled away and determined the ideal solution, one that would designate in a "foolproof" the candidate. However, I fear that the random factor of human success is overlooked, ensuring a successful recruitment, as from my point of view, an alchemy far more complex and nuanced than is good or not responding to a questionnaire. And basically, it is desirable to recruit a candidate who enters in all the boxes? I tell myself that the development of a business also involves the ability of the latter out of established patterns and control (schemas that are used to develop questionnaires ...) to provide the means to go further and see other skies, and that, whatever the vacancy, especially at a time when the adaptability of each is sought. The debate is open ... but again, I like the idea that all profiles can find themselves tied for early recruitment.
This reflection took another relief when I reread a short article on Les Echos: "Companies need leadership" Heads "tribal" ... Is there a standard questionnaire to the chiefs, a model of ideal response and guaranteeing - a priori - the skills needed to "restore the confidence of employees? Michael Porter, a famous thinker of business strategy still recovering in Les Echos ( Reconciling business and society ) the challenge of advising companies on their three lines of thought and effort: to revise the products and markets, review the value chain (especially human) ecosystems and create concentrated or local ... Extensive program if any, that said, I can not help the necessary adaptation of recruiters in this environment companies involved not in service provider but rather by enhancing their value by their ability to anticipate , but also advise being part of a process "long term" and not just satisfaction of an immediate need. Reconciling business and society will not work until we have reconciled the recruiters and society.
Reconciling recruiters and society, is not ambitious project described by David Bernard's blog AssessFirst when recruiters gives 5 tips to make a good impression on candidates ... Personally, I would add one: remember you, dear recruiters when you were a candidate, try to live up behavior that you would have dreamed of from your partner ... nothing more. I am well aware that recruiters are often stigmatized, finally, a European study of Robert Half tells us that the practices of recruiters French come into the European average, most often they finalize their decision within 4 to 5 weeks (up to 10 weeks in Luxembourg) after selecting 7 to 10 finalists they have encountered within 2 to 3 interviews (more than 5 interviews on average in Germany). That is reassuring for many candidates whose rhythm often differs from that of the recruiter.
I wish to conclude this review by an article in the Tribune: " Can we still manage their careers without sacrificing family life " ... wide debate that throws us to the figure the sense that one can or wants to give his life. Nevertheless, it appears that by the time we suffer from doubt, unemployment, crisis, the family became or returned a value "refuge". Ballarin Jerome, author of " Work better to live more "delivers one of his thoughts:" If the professional world, for the sake of performance and profitability, begins to desecrate this area by preventing the individual to devote the energy it seems legitimate, in turn alienates the commitment of that individual, "finally, we mentioned last week that unfortunate way of" short-termism "and the lack of time, here is what Jean-Jacques Rousseau thought: "Most important, the most useful rule of all education, not to save time, but to lose."
I let you take the time to meditation and wish you a great week and see you soon on the "High Hearts!" Facebook!
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