Our recruitment methodology

Recruitment methodology: the expertise of the recruitment consultant is crucia

A prerequisite for analysis is a clear understanding of the requirements and duties of the role.

Too many consultants in recruitment agencies do not have a clear understanding of these criteria because they have not spent enough time with their clients to define the key criteria of the position.

A recruitment interview (ref.) is a major management act that implies respecting and following a rigorous intellectual process.

This intellectual process involves a series of steps that must be orchestrated around a structured scheme that applies to the adequacy of the candidate’s skills with those required to carry out the assignment.

The analysis should be based on substance, not form.

A recruitment interview should focus on finding facts, arguments and evidence.

The use of whys and wherefores will help to get specific answers from a candidate.

What?: What has been done

“What were your objectives?”

Why?: The reasons for doing it

“Why did you choose this strategy? “

How did you do it? The way you did it,

“What actions have you taken to achieve your objectives?”

Fact-finding should focus on the candidate’s experience and accomplishments.

The recruitment interview, which is centered on fact-finding, enables the consultant to base his analysis on the content of the answers.

The evidence that the consultant will accumulate will enable him to validate and then interpret the facts correctly

By following this approach, little importance can be attached to the “container”, i.e. the appearance, eloquence or elocution of the candidates.

Excellent oral expression during the interview creates a favorable halo. However, a candidate can have excellent oral expression and poor interpersonal skills.

The recruitment interview based on facts, arguments and evidence helps to discern the true from the false, the real from the exaggerated, the specific from the general.

In a methodological interview, the aim is to assess skills and potential, but also to validate the claims and actions or results that candidates attribute to themselves, the professional experiences they claim to have had and the objectives they claim to have achieved.

 

Méthode de recrutement
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