I’m always really excited to see the public attending conferences on innovation, new technologies and how they’ll transform our way of working. The latest presentations I’ve led on new methods of assessment (predictive recruitment) have prompted the same reactions. I can put them into 3 phrases: “The whole world is so attached to their decision-making power that they forget why

Candidates now have unprecedented access to information about your company, your values, your culture than ever before. They are looking to work in an environment that suits their personality and values. And this goes both ways - what do you know about them before you conduct an interview, how do you identify their values, culture, motivation and talents to fit with

Recruiters often focus on the job description - writing the recruitment advertisement to determine what they expect of candidates. This guides the way in which they operate the first sorting of CVs and, later, evaluation of the applications. But are we sure of the quality of the information that is found in these job descriptions? What does a recruitment advertisement contain? When recruiters see

What is it to recruit someone these days? What are companies looking for from prospective candidates? Experience? A good CV? Someone who’s stayed in a company for a long time or someone who’s worked in various different environments? What answers are they looking from a prospective interview? What knowledge will they gain from asking set questions which often suggest stock

Faced with the digital transformation, not all companies are playing on equal terms….Those who do make a successful transition have the ability to attract and retain very specific profiles… Grow your business by recruiting the right people Who are the high potential candidates? Why are they more suited than others to “Digital Culture”? How to identify them in the pre-selection phase?

90 seconds. It doesn’t take more than 90 seconds for a candidate to decide whether or not to apply for the job offer. What elements are the most important for candidates? Are there factors that are an outright liability? Ultimately, do your job ads play in your favour or against you when it comes to finding the right candidates? The Webinar

Thursday 29th of June - 10:15am GMT London A candidate's technical skills, their aptitude and personality make it possible to anticipate their ability to succeed. In the long term, it is really their motivation that determines their commitment to your company. How do you evaluate their motivation effectively, beyond a normal interview process? How do you distinguish dynamic motivation from protective motivation? How do

There is pandemonium in recruitment! Methods are diversifying and technologies are redesigning the process outline. To the point of forgetting a resume and interview for hiring? Not sure. To find their future department head in Lille, Lidl reserved “Atelier des Chefs”, a place where they can propose cooking courses. Far from presenting themselves, the candidates had to realise, by group,