Recruitment, human resource management, curriculum vitae, recruitment methods, e-recruitment, job sites, Pôle Emploi, Météojob, Jooble, Optioncarriere, Jobintree, Jobijoba, social networks, LinkedIn, Viadeo, Orange, case study
Recruitment is one of the most essential components of human resource management in any company today. In France where the unemployment rate remains high, and with candidates who are being forced to combine several skills and sometimes even several jobs, it is interesting to explore the subject of recruitment, in order to define and understand its various particularities.
Recruitment is an essential function within the company, it makes it possible to meet the needs of any group at a given time, an efficient and well-run human resource department allows the proper development and sustainability of a company. Suitable candidates are sought either directly by the company, or indirectly through recruitment or employment agencies.
[...] Recruitment must therefore be different from what it was more than ten years ago because job seekers are no longer just looking for a job, they want to feel valued; they want to be able to balance their professional and family life. Few of the people born between 1980 and today would give their all for their work and are willing to sacrifice everything else. However, this was certainly the case thirty years ago, for the older generations, but things have changed tremendously in this regard. Employees want equality, decent and reasonable working conditions, more reasonable working hours because they want to enjoy life and not spend their every waking hour at work. [...]
[...] The question of the nature of the employment contract is also essential. Companies can sometimes turn to recruitment aid and thus turn to seniors or long-term unemployed. That's all you need to ask yourself before actually publishing the ad. An advertisement to search for a candidate can find various sources of publications, namely employment centres, temping agencies, recruitment firms, specialised sites or even social networks. The press is still a solution, but it is used less and less, knowing that a large proportion of job seekers now go through the net. [...]
[...] This allows them, among other things, to get a better idea of the candidate and to put a face to the CV. Depending on the type of job, this process is essential in determining a candidate's level of confidence and how they cope with stress. Note that employers have ways of analysing the gestures of individuals and this is an additional selection criterion. Overall, the more complex the position, the more complicated the recruitment process. In some cases, personality and psychotechnic tests are also planned. [...]
[...] Finally, we will discuss the subject of recruitment through an actual case study, that of the French division of the company Orange. We will give a brief overview of the company and see what approach is taken towards recruiting in a company of this size and importance, which has also seen its fair share of changes over time. II. Recruitment and its generalities A. Definition of recruitment The concept of recruitment in France, and around the world in 2020 is reflected in the action of recruiting, in the sense of recruiting staff for a company. [...]
[...] The objective here is to develop a job offer and to be able to develop all possible channels to reach a larger panel of potential candidates, and thus find that rare pearl. We see here the similarities with a basic marketing strategy, which consists of developing a product, and in the same way. Developing all the possible channels to allow its promotion and then distribution. Social networks, whether personal or professional, make it possible to get in touch with future candidates and to maintain interaction with them, which in the long term proves to be more effective than traditional advertisements which remain imperfect and above all impersonal. [...]
using our reader.