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When behaviour counts more than a diploma

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Portrait-Virginie-GRAZIANI

Virginie Graziani

Talent Management & Synergologist

16 December 2021

Reading Time: 4 minutes

 

 

The tighter the recruitment market, the more we are focused on finding the right candidates with the right degree. The definition of the profile as well as the search strategy for the latter are then the hot topics that concentrate all the energy of the company and the recruiter. But if it was enough to look … to find!

 
Recruiting is not enough, it is also a matter of evaluating

 
To know what we are looking for, it is well known: first of all, it is enough to have a clear idea of the skills that are needed for the position in question.

The training and therefore the diploma will quickly be addressed, as will the qualities required for the position or in the team. Then comes the search strategy: advertisements, direct approach, mixed …

Whatever the methods used, recruitment is not just a question of research. Indeed, we all have in mind the story of the perfect CV on paper: the right education, the almost ideal background, in short the rare pearl.

However, on paper things are fixed and presented in a certain way. And often the reality is quite different as soon as you meet the ideal candidate in question.

And yes, both education and work experience are no absolute guarantee that the individual in question is the gem you are looking for.

 
Are diplomas and experience reductive?

 
In writing, we have all learned to develop good skills in analysing and synthesising information. So of course it is comfortable to do the same with a CV. This allows for an effective pre-selection of profiles in the context of a recruitment process.

However, how can we go further when it comes to paying attention to the behaviour of individuals and therefore to their personality? Indeed, the recruitment interview is a game of seduction. So prepared and/or so stressful, the exercise can become mechanical for certain profiles.

It is therefore difficult to let a little spontaneity express itself. However, the objective is to determine whether the person in front of you is the one who will succeed in a specific function, in contact with a specific team and in a specific context.

The diploma is certainly partly indicative of a certain background or a youthful vocation. It therefore gives us an indication of the skills mastered by the individual.

However, it is not always that simple. Because sometimes initial training is far removed from the professional project that emerges in the middle of a career. If education is not enough, is a candidate’s personality even more important than his or her professional experience?

 
When personality and potential make the difference

 
Today, we see that with equal skills, it is the personality and potential that will make the difference. Identifying the temperament of a person means visualising the energy that he or she can bring to a project or a team.

The person sitting across from you may have all the technical skills required for a job through their experience and knowledge, but their attitude and values may not match the personal and behavioural qualities expected.

In order to determine whether what the candidate wants to show about him or herself corresponds to a natural way of functioning, or to find out about an individual’s potential for development, the Assessment Centre makes it possible to simulate a work situation.

The resulting observations are therefore contextualised. A thorough investigation and feedback interview can significantly reduce behavioural misjudgements.

 

About the Assessment Center

The Assessment or Development Center are methodologies that use a professional situation. The objective is to carry out a precise diagnosis of the strengths and areas for improvement of a candidate or employee. In the context of recruitment, this stage enables the company to advise on a suitable integration plan for the individual’s personality and skills. Also, having a global vision of talent is essential to prepare a new organisation within a company. In the case of internal mobility, the assessment includes specific recommendations on a development plan.

GO FURTHER …

Whatever your objectives, we can help you attract, motivate and find the right talent. To contact us, use the contact form or write to us directly at contact@apostrof.fr

 

 

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