GRH pour les cadres I Ep2 I Recrutement ! c'est sérieux

Summary

In this video, Romain Tigiani, HR professor and consultant, emphasizes the critical importance of recruitment in organizations. He discusses how a well-executed recruitment process is essential to avoid future HR issues and improve overall company performance. Tigiani highlights the risks of rushed or poorly planned recruitment, including financial and intangible costs. The process should be carefully tailored to each situation, ensuring the right fit for strategic roles. Ultimately, he stresses the flexibility needed in HR practices while maintaining a solid, structured approach to recruitment.

Takeaways

• 😀 Recruitment is crucial for organizations, both public and private, as it determines the quality of employees and minimizes HR issues.
• 😀 A successful recruitment process reduces training, motivation, and communication challenges within the organization by hiring well-suited candidates.
• 😀 If recruitment is not carefully managed, it can lead to daily management problems, including difficulties in training, compensation, and career management.
• 😀 Recruitment plays a key role in organizational change by helping to align the workforce with the new vision, strategy, or technology changes.
• 😀 While urgent recruitment can seem tempting to speed up problem-solving, it often leads to poor decisions that result in long-term negative consequences.
• 😀 The cost of a bad hire can be significant, ranging from 3,000 to 30,000 dirhams for a failed recruitment process, and much higher in the case of senior-level positions.
• 😀 Recruitment should be approached as a critical and methodical process, rather than an automatic or rushed solution to managerial challenges.
• 😀 The recruitment process should be flexible but not neglected—improvisation without a structured approach often leads to poor hiring outcomes.
• 😀 The shortage of qualified candidates with both technical and interpersonal skills is a common challenge, and companies must be patient and diligent in their search.
• 😀 If no suitable candidates are found, it may be better to delay recruitment or explore alternatives such as internal redeployment or adjusting team roles.
• 😀 The urgency of recruitment depends on the role's strategic importance—high-level positions require more caution and less room for error, while operational roles may offer more flexibility in timing.

Q & A

Why is recruitment considered critical for organizations?

Recruitment is crucial because it is the gateway to bringing in the right talent. A good recruitment process ensures that only suitable candidates enter the organization, reducing potential issues with management, communication, training, and motivation. It helps in setting up a more efficient HR process.

What are the consequences of a bad recruitment?

A bad recruitment can lead to significant costs, including financial losses estimated between 30,000 and 300,000 dirhams, due to hiring, training, and the probation period. Additionally, it can lead to intangible damages such as harm to the company’s image and violation of professional secrecy.

What is the role of recruitment in organizational change?

Recruitment plays a key role in organizational change by allowing companies to hire new profiles that align with their evolving strategy, technology, or size. It helps implement structural changes, new training programs, and the necessary skills to support the new organizational direction.

Why is it important to not rush the recruitment process?

Rushing the recruitment process can lead to poor hiring decisions. While it may seem tempting to speed up recruitment to resolve immediate issues, a rushed process often results in hiring less qualified candidates, which can harm both the organization and the employee in the long run.

What factors should be considered before deciding to recruit?

Before deciding to recruit, it’s essential to assess whether the problem is truly a staffing issue or if it's due to other factors such as a lack of training, motivation, or leadership. Managers should first address the underlying management issues before deciding that recruitment is the solution.

What is the role of the recruitment procedure?

The recruitment procedure serves as a roadmap to guide the hiring process. It helps HR professionals ensure consistency, but it should also be adaptable based on the specific context of the recruitment, such as the company's size, sector, or the profile being sought.

Can recruitment procedures be adjusted to fit different situations?

Yes, recruitment procedures can be adapted depending on the company's context and the profile needed. However, the core process should not be neglected, as improvising without a structured approach can lead to ineffective and chaotic recruitment.

What should be done if suitable candidates are not found during recruitment?

If suitable candidates are not found, it’s important to consider whether the recruitment can be delayed or if alternative solutions like internal redeployment, temporary measures, or waiting for the right candidate are viable. For strategic roles, it may be better to delay the process rather than hire an unsuitable candidate.

What are the challenges faced in finding qualified candidates?

Finding qualified candidates is challenging because companies often seek profiles with both technical and soft skills, which are rare on the job market. The labor market is highly competitive, requiring significant time, patience, and social awareness to identify suitable candidates.

What is the recommended approach when recruitment is urgently needed but suitable candidates are hard to find?

If recruitment is urgent but suitable candidates are not available, companies should weigh the urgency of the position. For high-level strategic roles, it is better to delay recruitment and explore alternative solutions like internal redeployment. For less critical roles, hiring a candidate with the potential to improve might be acceptable.