On the 24th April 2007, Alterval directors Grégory Bouadroune and Gilbert Morlet were invited to Saint-Avold (Moselle) by the Réseau Plus A.R.M. (“Improving Managerial Resources”) club to give a presentation on recruitment. After being warmly welcomed by Jean-Michel Probot, President of the organisation, and Serge Atzeni, organiser of the meeting, Alterval presented both traditional recruitment and an alternative solution to the issues businesses face: workforce shortages, integrating and securing the loyalty of young employees, maintaining key knowledge, and the retirement of experienced employees.
Alterval’s presentation highlighted three main ideas:
1. Recruiting is a job: recruiting is part of a precise methodology that makes it easier to make the right choice, and ensures that this is done. We showed that it was necessary to analyse the context (what has led you to recruit); analyse the available post (job description); define the job profile; select applications; hold interviews; and finally, make a decision.
2. Recruitment is more than just the selection of a candidate – it is the development of a route. We consider recruitment a part of business strategy. The aim is to see the arrival of a new colleague as a possibility for reflecting on and developing the organisation. What are the short-term, medium-term and long-term issues that the business will have to deal with?
3. The integration and monitoring of the new colleague and securing their loyalty to the company: mentoring is a particularly effective system for developing a colleague’s professional career within a company. It allows them to learn the skills required for their post more quickly, secures their loyalty, formalises key knowledge and creates social links.
The discussions which followed showed that the directors of small- to medium-sized businesses and industries have difficulties recruiting both in their region and in their sphere of business. It is clear that alternatives to traditional recruitment need to be developed in businesses, because the costs generated and time lost due to a bad appointment are detrimental to the company on both an economic and human level.
By Grégory Bouadroune,
August 2011 at 11:02
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