Recruitment to the map

The priorities of employers are now very numerous (time, money, the quality of the candidate ...), recruitment methods are diversifying to meet their expectations perfectly.

Dating and Social Networking
The Open House
At first, it allows students and recent graduates to better understand the activities of the company to learn about the facilities in place for employees of the company.

In a second step, these days make it possible to promote the company to introduce products and to hire at the end of the day.

Virtual networks of professionals
These sites linking like Viadeo or LinkedIn can play an effective role during periods of job search. Indeed, a professional network will be developed to create beautiful career opportunities.

Sites Sponsorship
I discovered the site "neighborhoods are talented." The idea is simple: you sign up for free and you are awarded a sponsor. The goal is to make you enjoy the network and the job he is able to offer you. An acquaintance of mine was able to find a job through this site less than two months after its registration as a communications officer.

The time savings

dating the job
In keeping with the area of ​​the time the job dating seized his chance. Find love in 7 minutes, to a Paris-New York 8, and now life is consumed at full speed. The goal is to create conversations of 15 minutes maximum. Thus the recruiter scroll highly motivated candidates unpacking their skills, strengths, their ability to dominate the various missions ... The goal is to convince each other to further a real interview is set.

The use chat
The companies are right on their site job vacancies and information on jobs and wages offered. Some companies offer candidates to speak directly with the HR department.

You have heard of chatroulette, a site for linking via webcam or just click on "next" to change party. Well Jobroulette proposed by the Altran Group, is the same for the job! This is more of a sudden a real communication tool for recruitment, but it was interesting to note that this find is a perfect caricature of today's world. On the site Eco 89, we discover the steps that passes a journalist who decides to get into the skin of a candidate. The results are rather disappointing problems between webcam, employees unable to answer those describing interest-free company with the possible fear of her back up in a higher alert. In short, just a nice publicity stunt.

Recruitment firms
For the positions of middle and top managers, find the ideal candidate is tricky. The employer can refer to a recruitment agency which will provide a time limit in a short list of candidates selected according to various tests and interviews.

The social benefit

Co-optation
The concept is to use employees of the recruiting company to ask them if they know of possible candidates for the position. This is a practice widely used in Italy. It represents two advantages. First a financial point of view. You can see a premium for the employee who sent the details of the prospective employee but in comparison with the cost of recruiting, this is ridiculous. Secondly, a benefit is present. Integration into a business is never easy. So imagine that knowledge allows you to make your job easier by explaining what are the patterns to be taken, open-minded employees and those who are less ...

Recruitment without CV
No need to resume, cover letter, diploma or excessive embellishment of his professional life. Recruitment is carried out without CV first by a questionnaire. Designed upstream by professionals, it provides a comprehensive picture of the profiles corresponding to the position. For those who have validated this questionnaire, they will then be interviewed. One advantage is that large company selects the candidates that were not received in a traditional recruitment process.

You can visit the link below three stories on recruitment without CV with both the perspective of recruiters and recruitment:

HR and managers, they tried, they talk

The major European differences

According to a study conducted in APEC in November 2008, one could distinguish four groups of countries in the world of recruitment:

The auditors:
British companies verify far more than the European average information provided by job applicants. However, their recruitment practices have fewer assessment tools. Recruitment procedures are routinely completed in more than half of the companies by making contacts to obtain information on "the behavior, personality and reliability" of the candidate and / or to check his "background and achievements professional ".

Evaluators:
Such as Belgium and France, companies are more with a view to assessing candidates that verification of information.

Warnings:
Spain and the Netherlands combine the various tools of audit and evaluation. Spain reviews and evaluates more than average. The Netherlands assessed more frequently than its neighbors.

The confident:
Luxembourg, and Germany Iitala, verify and assess much less than their European counterparts.