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Identifying Candidates

We use strategies and search methods adapted to the needs of our clients and to the context of the mission, also taking into consideration the degree of confidentiality required.

Unless otherwise instructed by our client, our firm combines all appropriate search techniques at its disposal so as to maximize the chances of carrying out in-depth investigations to turn up the best candidates in the shortest time possible.

 "Head-hunting" (including identification of organisational charts/projects in the target environments) and the direct approach to potential candidates and to "relay-contacts". This is done by tapping into the personal networks established by members of the firm and by using various data bases, including the one built up by our firm over 10 years, taking advantage of more than 40,000 CV’s of pre-selected professionals, as well as other jobboards on the market. For the school directories approach, we have chosen EasySearch.

 Job announcements, created without revealing the identity of our client, are published on our Web site and on general employment sites, or on the sites of specific professional communities, thus expanding the mechanism to all search resources. We use the services of Cadremploi and Monster, and continue to trust them based on years of experience despite it being difficult to measure the results directly.

Advice & Candidate Selection

A pre-selection phone interview is carried out first, based on the level of responsibility and the sensitivity of the mission, by a recruiting agent, using a structured interview technique that follows a qualification record developed on a customised basis with our consultant using a description of the position and the context.

One (or more) face-to-face interviews are then held with the consultant(s) in charge of the mission. As a complement to their analysis, tests may be given in accordance with the nature of the position and our client’s normal practices. For these services, we may have need to bring in recognised and certified partners.

For large-volume recruiting, involving profiles of first-time candidates, we may need to carry out group sessions, followed by personal interviews.

The collecting of references is done by our firm, according to the type of position and on request from the client, in collaboration with the candidate.

Assistance with the Candidate’s Decision-making Process

As an advisor and facilitator of exchanges between the client and the candidate right up until the actual hiring, we support the selected candidate through the entire process of decision-making and giving notice, and subsequently during the integration phase with the new employer.

Our Commitments

1. To establish a trust-based relationship with our clients and candidates, based on observance of the code of ethics of recruitment consulting.

In particular, we ensure the confidentiality of information entrusted to us concerning both persons and businesses, and maintain transparency in our exchanges throughout the recruiting process.

2. To only accept missions from our clients for which we feel we are fully qualified and to ensure their successful completion in terms of set objectives and deadlines.

3. To guarantee the quality of the companies and opportunities we offer our candidates, and keep them fully informed on how their application is progressing.

4. To assess the fit between the candidate’s "skills-personality-objectives" profile and the client company’s "sector-values-objectives" profile. This means identifying those candidates whose qualifications and experience, motivation and potential will fit in best with those of the teams already in place.

Our experience in the professional world of our clients and candidates guarantees our ability to clearly discern the relevant challenges and their potential complementarity.