{"id":19679,"date":"2018-11-14T23:29:33","date_gmt":"2018-11-14T22:29:33","guid":{"rendered":"https:\/\/www.inovallee.com\/?p=19679"},"modified":"2018-11-14T23:29:33","modified_gmt":"2018-11-14T22:29:33","slug":"cles-dun-recrutement-reussi-startups","status":"publish","type":"post","link":"https:\/\/www.inovallee.com\/en\/cles-dun-recrutement-reussi-startups\/","title":{"rendered":"[RH] Les cl\u00e9s d&#039;un recrutement r\u00e9ussi en startups"},"content":{"rendered":"<p><img fetchpriority=\"high\" decoding=\"async\" class=\"alignleft size-medium wp-image-19737\" src=\"https:\/\/www.inovallee.com\/wp-content\/uploads\/2018\/11\/IMG_9489-600x450.jpg\" alt=\"\" width=\"600\" height=\"450\" \/>Parce que le recrutement est une \u00e9tape cruciale, qui repr\u00e9sente un investissement humain et financier important et qui impacte grandement l&rsquo;\u00e9quilibre de toute une \u00e9quipe, bien jalonner le process permet de limiter les risques de se planter. Le Tarmac organisait donc le 9 octobre un atelier de formation \/ action anim\u00e9 par <a href=\"http:\/\/www.neo-jobs.fr\/\">Neojobs<\/a> pour aider ses startups \u00e0 aborder plus sereinement les \u00e9tapes de leurs recrutements \u00e0 venir.<br \/>\nLa check-list du recrutement<\/p>\n<ul>\n<li>le recrutement commence \u00e0 la r\u00e9daction de la fiche de poste et s&rsquo;ach\u00e8ve \u00e0 la fin de la p\u00e9riode d&rsquo;essai<\/li>\n<li>1\u00e8re \u00e9tape cl\u00e9 : le diagnostic. Il est fondamental de d\u00e9finir\n<ul>\n<li>le profil de la personne recherch\u00e9e : en terme de SF (Savoir-faire) et de SE (Savoir-Etre). Concernant le SE, les banalit\u00e9s comme les g\u00e9n\u00e9ralit\u00e9s sont \u00e0 proscrire (dynamique, autonome &#8230;). S&rsquo;appuyer plut\u00f4t sur des profils de personnalit\u00e9s type MBTI ou Process Com.<\/li>\n<li>d\u00e9finir son budget : salaire, charges, mais aussi les co\u00fbts li\u00e9s au recrutement (achat de mat\u00e9riel, agence de recrutement, etc)<\/li>\n<li>d\u00e9finir les ressources : qui s&rsquo;occupe de publier les offres, trier les CV, recevoir les candidats, etc<\/li>\n<li>r\u00e9fl\u00e9chir \u00e0 la dynamique du poste et aux \u00e9volutions de carri\u00e8re possibles<\/li>\n<li>et tr\u00e8s important, travailler sur son attractivit\u00e9 et sa marque employeur : avantages fonctionnels, \u00e9conomiques et psychologiques inh\u00e9rents \u00e0 l&rsquo;entreprise et au poste. Il faut s\u00e9duire &#8230; et prouver ce qu&rsquo;on avance<\/li>\n<\/ul>\n<\/li>\n<li>2\u00e8me \u00e9tape : la fiche de poste\n<ul>\n<li>En-t\u00eate : l&rsquo;intitul\u00e9 du poste et le type de contrat (mettre le titre au masculin en pr\u00e9cisant H\/F pour les moteurs de recherche)<\/li>\n<li>pr\u00e9sentation : de l&rsquo;entreprise et du poste. C&rsquo;est l\u00e0 qu&rsquo;il est capital de mettre en avant ses atouts et sa marque employeur<\/li>\n<li>missions<\/li>\n<li>exp\u00e9rience et comp\u00e9tences<\/li>\n<li>conditions : salaire (pas toujours), date de d\u00e9but, localisation, d\u00e9placements ou non, etc<\/li>\n<li>process de recrutement : comment postuler<\/li>\n<\/ul>\n<\/li>\n<li>3\u00e8me \u00e9tape : tri des CV. Mieux vaut attendre d&rsquo;en avoir une dizaine pour les regarder tous ensemble. Et r\u00e9pondre \u00e0 tout le monde !<\/li>\n<li>4\u00e8me \u00e9tape : pr\u00e9-s\u00e9lection, au t\u00e9l\u00e9phone. 20 mn max, sur RDV, pour v\u00e9rifier si le candidat a bien compris la date de prise de poste, le salaire, les missions (lui demander ce qu&rsquo;il a compris de l&rsquo;entreprise et du poste est un bon indicateur), lui demander de raconter bri\u00e8vement sa derni\u00e8re exp\u00e9rience et lui demander ses motivations.<\/li>\n<li>5\u00e8me \u00e9tape : l&rsquo;entretien physique\n<ul>\n<li>dire bonjour : on n&rsquo;a qu&rsquo;une fois l&rsquo;occasion de faire une bonne 1\u00e8re impression<\/li>\n<li>alterner entre des questions professionnelles (exp\u00e9riences, comp\u00e9tences, etc), et personnelles (hobbies, livres lus, etc)<\/li>\n<li>faire passer des tests : de personnalit\u00e9 (avec un compte-rendu fait au candidat et un temps pour d\u00e9briefer), et de comp\u00e9tences<\/li>\n<li>demander s&rsquo;il a des questions<\/li>\n<li>penser faire un petit tour de l&rsquo;entreprise avant de prendre cong\u00e9 pour qu&rsquo;il d\u00e9couvre son environnement de travail et l&rsquo;\u00e9quipe<\/li>\n<li>se demander si on a envie de le voir tous les jours<\/li>\n<\/ul>\n<\/li>\n<li>6\u00e8me \u00e9tape : l&rsquo;int\u00e9gration\n<ul>\n<li>pr\u00e9parer son poste de travail<\/li>\n<li>pr\u00e9parer les collaborateurs \u00e0 son accueil et les pr\u00e9venir de la date d&rsquo;arriv\u00e9e<\/li>\n<li>pr\u00e9voir un petit d\u00e9jeuner d&rsquo;accueil tr\u00e8s d\u00e9tendu<\/li>\n<li>prendre le temps de former progressivement : ne pas tout dire le premier jour !<\/li>\n<\/ul>\n<\/li>\n<li>7\u00e8me \u00e9tape : la p\u00e9riode d&rsquo;essai. Pr\u00e9parer des indicateurs, d\u00e9finis avec l&rsquo;\u00e9quipe, pour \u00e9valuer le candidat.<\/li>\n<\/ul>","protected":false},"excerpt":{"rendered":"<p>Parce que le recrutement est une \u00e9tape cruciale, qui repr\u00e9sente un investissement humain et financier important et qui impacte grandement l&rsquo;\u00e9quilibre de toute une \u00e9quipe, bien jalonner le process permet de limiter les risques de se planter. Le Tarmac organisait donc le 9 octobre un atelier de formation \/ action anim\u00e9 par Neojobs pour aider [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":19737,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[41,56],"tags":[],"class_list":["post-19679","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-entrepreneur-competences","category-bonnes-pratiques-rh-management"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>[RH] Les cl\u00e9s d&#039;un recrutement r\u00e9ussi en startups - inovall\u00e9e<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.inovallee.com\/en\/cles-dun-recrutement-reussi-startups\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"[RH] Les cl\u00e9s d&#039;un recrutement r\u00e9ussi en startups - inovall\u00e9e\" \/>\n<meta property=\"og:description\" content=\"Parce que le recrutement est une \u00e9tape cruciale, qui repr\u00e9sente un investissement humain et financier important et qui impacte grandement l&rsquo;\u00e9quilibre de toute une \u00e9quipe, bien jalonner le process permet de limiter les risques de se planter. 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