The Recruitment Process

Our recruitment process can be divided into the following stages:

Making direct contact

A candidate is never contacted by accident. The decision to contact a candidate directly is the product of research and identification carried out beforehand. …

This phase can prove to be delicate: certain individuals who are contacted by telephone are surprised and puzzled by our decision to make contact (which is not entirely unexpected). During this first contact our aim is to evaluate an individual’s professional profile as well as establishing his/her likeliness to be interested in changing positions. If these conditions converge, an interview is arranged.

The Interview

A direct meeting with a candidate is indispensable in several ways: it allows us to deepen our initial evaluation of the candidate, of his/her skills, motivation and personality. It is also useful in that it allows an opportunity to present in more detail the professional opportunity likely to be of interest to the candidate. …

The objective of this exchange is to allow the candidate to become familiar with the characteristics of the position, with a view to revealing the candidate’s ambitions in order to evaluate these factors when put together and decide the opportune nature (or not) of going further. Sometimes, a candidate called initially for one position for which suitability is not demonstrated, is however deemed more suitable for another. In the rare case in which no correlation between the candidate and the position is found, we insist upon explaining exactly why. Indeed it is vital to explain and justify our choice, and we strongly believe that an interview should be a positive experience, even if suitability for a position is not immediately established. In fact it allows the candidate to take stock of his/her experience and professional expectations with a recruitment specialist whilst establishing a personal contact which may be likely to open up future opportunities for employment.

Acceptance and follow up of the candidacy

After the interview, if we believe that the candidate corresponds to the profile required, and if the candidate having become acquainted with the characteristics of the position wishes to proceed, we draft a detailed summary (employment history, characteristics and appraisals made by our team) intended for the client. We remain available and attentive throughout the progression of the candidacy. For us, this means following each stage of the recruitment process: knowing who will meet the candidate during the first interview and gauging the client’s reactions after each interview…

We offer our services as intermediary between our client and the candidate. Simple questions emanating from either party can on occasion make or break the decision, and we are able to detect this type of detail and enable each party to take the necessary decision knowing all the facts. In the interest of our clients we endeavour to do this as quickly as possible.

The candidate’s development throughout the trial period

Each stage of the recruitment process allows us to foster regular contact with both client and candidate, permitting us, quite evidently, to deepen our understanding of both.…

We put this understanding at the disposal of the candidate when he enters new surroundings, where the challenges can be numerous: strategic, personal, and sometimes political. This period in general can prove to be the most delicate, and justifies our presence throughout the initial process of integration into a new company.