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In today's ever-changing job market, manager recruitment is crucial to the success of your team and your company. Finding, attracting and retaining the best talent has become a major strategic challenge. On the other hand, knowing how to recruit well is far from innate, and requires technical skills that are not so easy to master. But what are they, and how can we develop them? Discover the 3 key skills you need to master to become a master in the art of recruiting for your team.
As a manager, attracting the right talent is a real challenge. Recruitment is much more than a simple selection process; it's a strategic move that can boost performance and competitiveness within the team itself. To attract the right person, it's not enough to publish a job advert and wait for candidates to apply. You need to adopt a methodical approach, starting with a precise definition of the job's contours before moving on to drafting a clear and attractive job description.
The first step in attracting the right person is to clearly define the job description. This includes the new recruit's responsibilities, expectations in terms of results, and the concrete activities he or she will be expected to perform. For example, if the position involves sales prospecting, it could include tasks such as "phoning", "identifying and going to prospecting events", and "keeping the CRM up to date".
It's essential not to demand too many essential skills. If you have too many essential skills on your list, it probably means that the job definition is not precise enough. Take a step back and focus on the five key skills required, such as "ability to synthesize complex information" or "managing a growing team".
To write an effective job description, start by explaining the "why" of the company, the context of the position, and why it's important. Try to differentiate yourself by being transparent and simple in your communication. For example, avoid vague terms like "we're looking for a top player to boost our growth". Be honest about any aspects of the organization, the team and the position that might surprise candidates.
The main objectives of a well-written job description are to attract only those candidates who will thrive in your working environment (natural filter) and to limit the risk of recruitment errors. This allows you to select the right person from the outset.
The candidate assessment phase is crucial to ensuring that you select the right person for the job. Effective assessment involves more than simply reviewing the CV; it requires a thorough understanding of the candidate's skills, values and behavior. To achieve this, it's essential to use rigorous assessment methods, such as situational questions, and to check candidates' track records.
When assessing candidates, it' s important to ask situational questions tailored to the position to understand how they react in specific situations . For example, for a project manager position, ask how the candidate has handled team conflicts in the past.
Make sure you assess the key competencies previously defined, as well as the candidate's values. It's essential to check that the candidate doesn't display behaviors that are unacceptable to your company, such as a lack of transparency or solidarity. Finally, pay attention to weak signals:
For example, a candidate who justifies all his failures by blaming his former managers and company is clearly not a good sign.
The aim is to check that the candidate's values are in line with those of your company. It' s crucial to identify the signals of exceptional candidates, often called "A-players", who stand out for their proactivity, their ability to foster the development of others, and their personal and professional standards. To do this:
By combining a rigorous assessment of technical and behavioral skills with a thorough check of cultural alignment, you increase your chances of recruiting candidates who possess the necessary skills and fit in perfectly with your team, thus contributing to your company's success.
NUMA offers a comprehensive training solution to improve your recruitment skills, with a focus on writing effective job descriptions and accurately selecting candidates. Here's an overview of the training:
Pedagogical objectives:
The course :
Opting for NUMA's recruitment training means investing in a proven methodology that combines theory and practice. This approach improves your recruitment processes, strengthens your team and contributes to your company's growth. Integrating this training into your strategy enables you to successfully navigate today's competitive landscape, ensuring a perfect match between your company's needs and the talent you recruit.
Each of our training contents is developed on the basis of more than 500 real-life cases that we get participants to react to. Each case is matched with tools, best practices and techniques that can be applied directly in their daily lives. The key to creating commitment throughout the training: your participants come and come again because they are convinced of the concrete usefulness of what they have learned. Priority management and planning are essential pillars of our approach, enabling you to focus on the skills that really matter.
Depending on the challenges you face, we co-construct a series of thematic modules, both remote and face-to-face: workshops. This short format (2 hours remote, 3 hours face-to-face), in small groups (up to 12 participants from your company), covers around 6 real-life cases on which we get participants to react, with the resulting actions. The modalities of each session are designed to maximize efficiency and learning. Task management and situation control are an integral part of these workshops. Each workshop also includes an evaluation to measure learning effectiveness.
NUMA trainers speak the same language as the participants: with over 15 years' experience in management and leadership positions, each coach is therefore an expert and ultra-legitimate on the subjects he or she tackles, enabling participants to experience first-hand the best ways of handling these situations while sharing their feedback. Each trainer is selected on the basis of his or her skills and experience. Speakers bring unique perspectives and proven strategies for managing emergencies and critical issues.
To find out more about our approach and how we structure our training courses, click here.
In today's ever-changing job market, manager recruitment is crucial to the success of your team and your company. Finding, attracting and retaining the best talent has become a major strategic challenge. On the other hand, knowing how to recruit well is far from innate, and requires technical skills that are not so easy to master. But what are they, and how can we develop them? Discover the 3 key skills you need to master to become a master in the art of recruiting for your team.
As a manager, attracting the right talent is a real challenge. Recruitment is much more than a simple selection process; it's a strategic move that can boost performance and competitiveness within the team itself. To attract the right person, it's not enough to publish a job advert and wait for candidates to apply. You need to adopt a methodical approach, starting with a precise definition of the job's contours before moving on to drafting a clear and attractive job description.
The first step in attracting the right person is to clearly define the job description. This includes the new recruit's responsibilities, expectations in terms of results, and the concrete activities he or she will be expected to perform. For example, if the position involves sales prospecting, it could include tasks such as "phoning", "identifying and going to prospecting events", and "keeping the CRM up to date".
It's essential not to demand too many essential skills. If you have too many essential skills on your list, it probably means that the job definition is not precise enough. Take a step back and focus on the five key skills required, such as "ability to synthesize complex information" or "managing a growing team".
To write an effective job description, start by explaining the "why" of the company, the context of the position, and why it's important. Try to differentiate yourself by being transparent and simple in your communication. For example, avoid vague terms like "we're looking for a top player to boost our growth". Be honest about any aspects of the organization, the team and the position that might surprise candidates.
The main objectives of a well-written job description are to attract only those candidates who will thrive in your working environment (natural filter) and to limit the risk of recruitment errors. This allows you to select the right person from the outset.
The candidate assessment phase is crucial to ensuring that you select the right person for the job. Effective assessment involves more than simply reviewing the CV; it requires a thorough understanding of the candidate's skills, values and behavior. To achieve this, it's essential to use rigorous assessment methods, such as situational questions, and to check candidates' track records.
When assessing candidates, it' s important to ask situational questions tailored to the position to understand how they react in specific situations . For example, for a project manager position, ask how the candidate has handled team conflicts in the past.
Make sure you assess the key competencies previously defined, as well as the candidate's values. It's essential to check that the candidate doesn't display behaviors that are unacceptable to your company, such as a lack of transparency or solidarity. Finally, pay attention to weak signals:
For example, a candidate who justifies all his failures by blaming his former managers and company is clearly not a good sign.
The aim is to check that the candidate's values are in line with those of your company. It' s crucial to identify the signals of exceptional candidates, often called "A-players", who stand out for their proactivity, their ability to foster the development of others, and their personal and professional standards. To do this:
By combining a rigorous assessment of technical and behavioral skills with a thorough check of cultural alignment, you increase your chances of recruiting candidates who possess the necessary skills and fit in perfectly with your team, thus contributing to your company's success.
NUMA offers a comprehensive training solution to improve your recruitment skills, with a focus on writing effective job descriptions and accurately selecting candidates. Here's an overview of the training:
Pedagogical objectives:
The course :
Opting for NUMA's recruitment training means investing in a proven methodology that combines theory and practice. This approach improves your recruitment processes, strengthens your team and contributes to your company's growth. Integrating this training into your strategy enables you to successfully navigate today's competitive landscape, ensuring a perfect match between your company's needs and the talent you recruit.
Each of our training contents is developed on the basis of more than 500 real-life cases that we get participants to react to. Each case is matched with tools, best practices and techniques that can be applied directly in their daily lives. The key to creating commitment throughout the training: your participants come and come again because they are convinced of the concrete usefulness of what they have learned. Priority management and planning are essential pillars of our approach, enabling you to focus on the skills that really matter.
Depending on the challenges you face, we co-construct a series of thematic modules, both remote and face-to-face: workshops. This short format (2 hours remote, 3 hours face-to-face), in small groups (up to 12 participants from your company), covers around 6 real-life cases on which we get participants to react, with the resulting actions. The modalities of each session are designed to maximize efficiency and learning. Task management and situation control are an integral part of these workshops. Each workshop also includes an evaluation to measure learning effectiveness.
NUMA trainers speak the same language as the participants: with over 15 years' experience in management and leadership positions, each coach is therefore an expert and ultra-legitimate on the subjects he or she tackles, enabling participants to experience first-hand the best ways of handling these situations while sharing their feedback. Each trainer is selected on the basis of his or her skills and experience. Speakers bring unique perspectives and proven strategies for managing emergencies and critical issues.
To find out more about our approach and how we structure our training courses, click here.
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