Recruiting is a profession! A human resources specialist has, in principle, all the basic tools to write an offer and select the right talent. Managers who are more generalists, on the other hand, can quickly feel overwhelmed. In any case, with the multiplication of recruitment channels and the explosion of specialized social networks, advice and concrete solutions are always welcome.
No one will deny it: a growing company needs talent—top talent. But finding that one-in-a-million employee, the one whose skills perfectly match the tasks assigned and the responsibilities offered, requires a combination of availability (defining the position and selecting the best candidates takes time), rigor, precision, open-mindedness (you have to think about the company’s future) and creativity (to make it all attractive) …but also the ability to answer the following question: How do you choose the right candidates?
Within the company, a technician, manager or HR director will be happy to write and publish the job offer, and then choose the profile(s) likely to meet the company’s needs, even in the medium and long term. On the other hand, some companies call upon recruitment firms or HR consultants who will take charge of this “hiring mission” in record time and according to a meticulously developed strategy. The reasons for this choice can vary widely: a lack of time or specialized resources, a more specialized mandate or a labour shortage context are all reasons that can motivate this choice.
There are, however, an infinite number of nuances between the two approaches. First, while any HR manager, regardless of level or experience, can write an effective job description and accurately identify interesting skills, attracting THE right person requires more than a well-written paragraph of text and ordinary HR know-how.