Recruiting executives: the new rules of the game
Many companies specialized in recruitment state that when it comes to the hiring of executives, the rules of the game have changed. Focus on this new situation, particularly through the analysis of Damien Créquer, co-founder and head of the Parisian recruitment consulting firm Taste.
A transformation of the labor market
A stated in our previous article, «Together, let’s transform management», the rise of freelancing is one of the symptoms of the evolution of work. In fact, the freelance market is currently growing by a staggering 150%.
For their part, the employees themselves help to free up a hitherto highly padlocked wage earner: «Some CFOs today prefer to monetize their strong competence and fragment their work time rather than accept a classic wage-earning model,» points out, for example, Damien Créquer.
The bonds of subordination evolve, hierarchies burst. On this point, Damien Créquer makes a similar observation to that of Denis Pennel: «[The structures] come out of their pyramidal model to rely on the operational forces and seek innovation closer to the field».
More demanding candidates
In this article on the transformation of management, we evoked the intensification of the talent war, which is growing for certain profiles and stretches to others that are very different. This trend, already visible in the executive market, is spreading among experts in more and more varied sectors. Faced with this explosion of demand, candidates can be more selective. Thus, in 2017, at Taste, up to 30% of candidates refused offers that were made to them.
In regards to the notion of experience, it has evolved greatly: «Today, three years spent with a company are perceived as a consolidated experience, whereas two years ago, you needed five years», per Damien Créquer. The increase of rotation between jobs is certainly not unrelated.
Salary expectations have also greatly increased. The influence of FAANGat this level is undeniable (increased recruitment, high wages), but the recent Brexit, which indicates the return of London financiers, also contributes to this inflation.
The features of recruitment 2.0
The financial crisis largely contributed to a change in mindset. Companies now tend to focus less on experience and more on skills.
Moreover, they are particularly sensitive to the fact that a candidate knows the stakes of the organization for which he is applying, as such that he can understand the context that underlies his activity.
The weight of social networks, meanwhile, continues to be confirmed. Like Taste, many companies take the time to create web content to attract an audience that is not necessarily in an active phase of job search. The concept of «employer branding» is shifting to that of «conversational branding».
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– Géraldine Dauvergne, « Cadres experts : les nouvelles règles du recrutement, Les Échos Executives, 05/02/2018 », https://business.lesechos.fr/directions-ressources-humaines/ressources-humaines/recrutement/0301227363955-cadres-experts-les-nouvelles-regles-du-recrutement-318373.php?kyBoeIPE850tSLXh.99
– Géraldine Dauvergne, « Recrutement des managers : un marché très disputé », Les Échos Executives, 13/11/2017, https://business.lesechos.fr/directions-ressources-humaines/ressources-humaines/recrutement/030851875345-recrutement-de-managers-un-marche-tres-dispute-315604.php
– Presse-France.info, « Quelles sont les nouvelles règles pour le recrutement des cadres ? », 28/02/2018, http://presse-france.info/quelles-sont-les-nouvelles-regles-pour-le-recrutement-de-cadres-2/
Crédits photos :
© Andriy Popov / 123RF
© Jakub Jirsak / 123RF
© Primagefactory / 123RF
© Galina Peshkova / 123RF
General Director of the World Employment Confederation, speaker, author of several books and numerous articles on the labor market
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