Recruitment is not sufficiently valued.
We know it, we say it, and we repeat it: The recruiter's job is still too little valued (even if it starts to change). It is often seen as the first job to do before moving on to human resources. Often seen as a siding, it is not often that students want to orient themselves there at first.
So, when we want to recruit an intern, we are not among the first choices. Particularly in HR schools.
Recruitment has a bad press.
Recruiters suffer from a poor image among the general public. 90% of people have already had a painful experience with a recruiter. They remember it, and they know how to tell it perfectly.
Take the test around you by asking the question: "As a candidate, what do you think of recruiters?". You will be surprised ...
Clearly, that cannot help inspire the desire to become a recruiter. No one would want to do a job that people hate.
Recruitment is a little known profession.
Finally, most recruiters really learned this business late. It is a discipline that is sorely lacking in documentation and reference, particularly in Thai or Indonesian . On the internet, there are 30 times more books on sales than on recruitment.
So it is also challenging to find information on the job of a recruiter. Even Wikipedia gives us the wrong definition.
How do you know the difference between a sourcer and a recruiter if you don't even know what recruiting is?
Imagine how far it is for a student who has never set foot in the profession!
Developing a strong employer brand takes time.
When it comes to intern recruitment, students have a choice. Attracting candidates is not always easy. One day, I had a future student on the phone who wanted to intern in "a big company with a beautiful name". He thought that recruiting there would always be more enjoyable.
After several discussions, he finally returned to his idea by saying that the most important would be the missions that will be entrusted to him.
Therefore, there are many preconceptions to deconstruct in the minds of students so that companies (large or small) can recruit more efficiently.
The intern is cyclical.
Finally, what makes recruiting interns difficult in recruiting is seasonality. We have to adapt to the school cycle. As a result, you must not miss the right niche; otherwise, you will have to come back next year. Even if you find your interns in March, you will have to wait until the end of the year to recruit him.
And, it is particularly complicated because you have to succeed in anticipating your recruitment objectives. Sometimes nothing goes as planned, and we find ourselves overwhelmed overnight.
As we have seen, if it is so difficult to recruit an intern, it is often because the profession is not valued enough; therefore, little known.
We want to hire someone as passionate as we are. We would like him or her to share our enthusiasm for sourcing, placing candidates, and learning more. Someone who understands how vital recruitment is to the business.
In short, an intern who loves recruitment.
So how do you go about finding it?
Step 1: List everything the person is going to have to do
If we have to recruit, it is because we are suffering. We need other people to help us. We are aware that we cannot deal with everything there is to do.
Recruitment is a direct response to obvious pain.
But most of the time, we don't know exactly where we are hurting. We just know we are overwhelmed. So you have to recruit. Quickly.
At that moment, we look like the managers for whom we are recruiting (yes, yes, I assure you!)
We do not take the time to think specifically about the task that we are going to delegate. We often say to ourselves: "it will depend on the person", "we will advise", "we will always find something".
So, we write a list of rather general missions rather vague briefing.
The less we know there will be in this position, the more difficult it will be to find the right person. For example, if you're looking to delegate job posting to job boards, then someone who likes to write is better.. Conversely, if the person has to pre-qualify, then they should be comfortable with the phone.
This task list will allow you to see which profile to direct you to.
Be as specific and realistic as possible in this exercise. If there are quantified objectives, it is necessary to set them.
Everything that attracts the daily job should be written.
- Conduct 2 recruitment interviews per day.
- Measure and capture the results of its actions
- Draw 50 CV per day
Step 2: Define key skills.
EXCERPT FROM A RECRUITER'S SCORECARD
From this list of tasks, you will be able to define the skills you are looking for.
For example :
- Conduct 2 recruitment interviews per day => Master the art of conversation, know how to convince in an interview, be comfortable with sales, and follow a structured interview frame ...
- Measure and capture the results of his actions => Be organized and rigorous in each of his works.
- This is all part of the construction of the scorecard. A scorecard is a tool that allows you to have a precise idea of the needs of the position and to project yourself onto real skills.
We start from what the candidate will have to achieve to deduce skills. Most of the time, we do the opposite. We want someone fluent in speaking, who speaks English when it is not necessarily useful for the job.
Here, it's about stop saying, "I want a 1.80m swimmer who weighs 76kg" but rather: "I'm looking for someone who can win the Olympics in 2021". We start from the expected results.
Step 3: Keep an open mind
Once you know what type of skills you are looking for, it becomes much easier to find. This is when you should not let yourself be biased. Chances are, you have to look more extensive than the schools you're used to.
At Fischer & Partners, we are convinced that a good recruiter can come from anywhere. For 10 years, our job has been to transform fresh graduates from all backgrounds into operational recruiters. We have students from law, business school, engineers, journalism. Today they are (or will be) excellent recruiters.
To be a good recruiter, you just have to want to become one.
So do not hesitate to go and dive in with people who have made different routes. For example, the field of marketing has a lot to do with employer branding and ad writing.
I ended up recruiting because a recruiter convinced me that it was an incredible job. Basically, I was a young advertising graduate.
I repeat, recruiters can come from anywhere.
Step 4: Call Fischer & Partners Recruitment & Executive Search
At this point, you have to think: "It's all very nice, but how do I find the only journalism student who wants to become a recruiter?"
I answer you: that is our job!
You just come with your full scorecard, and we take care of everything else.
One thing is certain, like you, they share a passion for recruitment.
Why Fischer & Partners?
We do the sourcing for you.
One of the most significant sticking points for companies looking to recruit is the difficulty of finding an internship. However, without a company, there is no interns. And work-study helps students learn better, faster, and more concretely. So we absolutely want to perpetuate this format.
So we decided to source our future students ourselves. We have a 100% dedicated person for qualifying and sending applications.
Each student is selected with the conviction that recruitment is a profession of the future.
Fischer & Partners consultants share our passion for recruitment.
We select our interns according to their professional project. We only take those who want to make recruitment their career. To the question: "In 10 years would you prefer to be an HR manager or set up your own Recruitment. Agency?", They all take the second choice. They see recruiting as a real career and not just a "compulsory passage."
Many students are still in school to undergo lesson hours. They see their learning as a constraint. And it is difficult to empower them. One of our 3 entry criteria at the recruitment school is maturity.
We train for a business.
So our interns have this burning desire to work directly after their studies. If you plan to hire him after, go for it.
We specilized in recruiting.
Since 2010, we have trained many recruiters on the job & via our training and brush-up sessions. We have, therefore, developed expertise close to the field.
Allied to an exceptional pedagogy, Fischer & Partners based all the programs on the skills chosen according to the job's real needs. We teach recruiting from A to Z. From sourcing to placement.
Here are the 9 Fischer & Partners coaching modules:
Lesson 1: Have a general culture of all recruitment
Lesson 2: Master the art of conversation, both written and spoken
Lesson 3: Become impregnable on sourcing
Lesson 4: Have a basic knowledge of the functioning of the human soul (psychology, sociology, philosophy, sales, marketing, etc.)
Lesson 5: Know how to differentiate between rigorous and slapdash practices. Especially for maintenance
Lesson 6: Have a general business culture
Lesson 7: Getting the right frame of mind, especially when facing candidates
Lesson 8: Know how to measure, manage, orchestrate recruitment alone or in a team
Lesson 9: Know the recruitment tools and learn to choose them
If you have read this article this far, why wait.....call us now or contact us about your vacancy.