92% of HR feel exhausted
61% of HR say their biggest challenge on a day-to-day basis is lack of time and ressources.
79% frustrated because they cannot process priority applications.
The most sought-after executives are 43% in business functions 94% of recruiters use LinkedIn to evaluate candidates in their recruitment process
75% of young people use Social Networks to communicate with recruiters (Haris Interactive Study).
As an asset, CAP EXPORT has the experience in the recruitment of Field Sales Technicians, one of the most complex positions to recruit, with a methodology adapted to the profiles sought.
At the beginning of the mission, CAP EXPORT conducts an in-depth context audit to identify current open needs and anticipate future ones. A clear and precise definition of the position, the specificities of the profile taking into account the deadlines requested by the company.
Positioned as a support for the Human Resources Departments or General Management, CAP EXPORT identifies and analyses the implementation of HR solutions in line with the company’s culture and strategy.
Deadlines and timing are essential for the optimal functioning of the HR department;
To maintain a good image of the company response within 48 hours to each candidate having passed a video or physical interview
1. Sourcing & CV flows on keywords
89% of companies use a job offer
As part of a recruitment campaign, managing applications requires time, organization and constant attention.
International recruitment is very specific and requires a high degree of specialization and training from the company wishing to have a competent and efficient service. The practice of foreign languages and intercultural communication are naturally among the key success factors.
Sourcing makes it possible to:
Easier identification of skills and qualities of candidates. Reduce your recruitment costs: you no longer need to allocate budgets for the purchase of space, access to CVtheques Tap new profiles qualified in passive search. Developing your pool of candidates.
2. Setting up partnerships with emplyment agencies and firms
In 24% of cases companies use recruitment agencies
The first advantage of using a recruitment firm is simplicity, practicality and time savings. Indeed, using a recruitment firm allows you to reduce the time spent sourcing talent. In practice, outsourcing also makes it possible to delegate administrative tasks related to recruitment, and thus to offload a process that is often long and not necessarily profitable. This time saved can in fact be made available for another activity. Another notable advantage is the guarantee of reliable and verified profiles. By using a recruitment firm, you benefit from professional expertise, which can provide you with HR skills.
CAP EXPORT accompanies you in the negotiation of partnerships with agencies.
3. Telephone Sceening
The personality of the recruiters has a considerable impact on the candidate’s impression of the company The candidates talk about their recruitment experiences to their entourage.
More than nine in ten people easily share their impressions orally or on social networks, especially if they are negative. A proportion that confirms the importance of quality exchanges between recruiters and candidates at all stages of recruitment. CAP EXPORT assures you of exemplary behavior, recognized human values and a follow-up and return to each candidate.
4. Visio and Physical Interviews
At the end of the CAP EXPORT interview, you will receive the evaluation form for each candidate drawn up according to the company’s specifications.
5. Direct approach & cooptation
This proactive approach is based on direct contact between consultants and active professionals, whose profile corresponds to the needs of a job to be filled.
This recruitment strategy has many advantages, including the qualification of candidates. They can be experienced executives of competing companies and benefit from excellent business knowledge. Beyond this selective targeting, the direct approach also allows the recruiter to keep his search confidential by avoiding any communication on behalf of the company. The delegation of this mission to ACE one assures it to stay away from transactions until the final selection.
Linkedin now acts as a truly giant commercial database, allowing you to easily contact specific people within the companies you are targeting and create a relationship. In other words, it is a set of means used to reach a targeted population in a non-trivial way. Indeed, the «hunt» allows to reach a population of candidates not visible on the market, that is to say absent from the cvtheques (Monster, Apec, RegionsJob, Cadremploi to name but them) and social networks: this represents according to APEC, 30% of the executives in France. Contrary to popular belief, a “hunted” candidate is a flattered candidate who is pleasant, curious and attentive:
It is a valuable source of information about the sector, the company in which it operates, the ideal targets. He can be a prescriber and recommend someone! Most of the time, he listens to the market but has not started research (passive monitoring). The exchange then takes place to validate together the skills and interest of the position. A “approached” candidate may be more motivated than a spontaneous candidate or a candidate who responded to an ad:
He was contacted for a position that was appropriate to his skills and generally in his area through pre-targeting and identification. This step allowed him to take the time to reflect before engaging in the recruitment process. He has no other leads in progress because he is not in the labour market. He only travels in maintenance if he is really interested. According to Apec, 36% of executive recruitments in France are co-opted. At a time when the recruitment process is being digitalized, it is essential to know what new solutions are available to find talent.
6. Reference checks
Reference taking is a complementary method to individual/group interviews (and possible tests on hiring/scenarios or other techniques) to inform the recruiter’s decision to hire future employees. It must not be the only factor considered in the decision. A detailed sheet according to the requirements of the company is given at the end of each reference check.
The reference check can therefore confirm or refute certain elements communicated by the candidates, and discover new qualitative information about them by contacting people who have collaborated or collaborated with them: direct line managers, colleagues, partners, customers, suppliers, accountants, etc. Thus the recruiter valid (or invalid) and completes his profile analysis of candidates.
The primary objective is to secure recruitment by informing the future employer about the profile of candidates and their suitability for the positions offered by verifying the information provided and obtaining new information. In doing so, the company improves the management and compliance of its recruitment processes and better controls its hiring risks.
It can thus make better decisions and speed up its decision-making, integrating and selecting at best an increasing volume of the most relevant information.
It also helps to better prepare and facilitate the integration of candidates into the company with the teams in place, which improves the level of involvement, commitment, and confidence of the recruited employees and welcoming teams. Ultimately, this leads to greater loyalty and success for new employees and their teams
Relying on one judgment is always risky. This is why ACE advises you to take at least two verbal references (in the GDPR framework) in order to be able to cross-check several different sources of information. In addition to enriching your reference, you will be able to compare the answers and highlight what you think is relevant.
Recent reference taking remains an essential step in the recruitment process to identify the path of each candidate