Company Diversity: "Recruiting on talent rather than diplomas"
12 September 2012
Read by 2132 persons
If some companies have so much trouble recruiting, it's because they are looking for clones rather than complementary employees, says Stéphane Rivière, founder of Talenteo, a start-up specializing in recruitment via social networks. He advocates hiring "by talent", where diplomas take second place.
Express Yourself] The first diversity to be valued in a company is that of talents: to exchange a recruitment that clones and "divides", against a recruitment that creates complementarity in teams. Managing and recruiting by talent is the foundation of truly non-discriminatory career management and company integration. Because talents are not reserved for an elite of high potentials pampered on obscure criteria often linked to diplomas, but a component of the evaluation and management of each individual.
Let's go back to the definition of talent. For us, it's how to implement one's skills. I am very inspired for this by the definition of Monique Pierson, in her work And if we decided to be happy at work. She dissociates talents and skills, talents being immutable, while skills can be lost if they are not maintained. They are therefore the foundation of the inexhaustible resources of each of us.
Identifying talents on social networks
These talents can of course be acquired at school, but also in life, in each of our intimate, personal stories, on a sports field, in a cultural or recreational activity, etc. This is their interest on the question of non-discrimination: regardless of the diploma, social origin, their place of acquisition, talents are distributed without distinction. It remains to find them, identify them and measure them before evaluating their relevance in view of the recruiter's needs.
For this, social networks are a fantastic opportunity, since their principle is to highlight the talents of their members, their successes, their comfort zones, more than their professional backgrounds, often linear and uniform, proposed by the traditional CV. This is another subject, but we are convinced that these tools facilitate a more open meeting between candidates and recruiters. Candidates have access to more information and recruiters to a greater diversity of profiles.
Once these talents have been identified, they must correspond to the concrete and clear needs of the recruiter. If you are looking for a salesperson, it doesn't matter if they have the right training, the right pedigree: what matters is that their sales skills are effective, measurable and that their talent as a salesperson corresponds to your clientele.
Guarantee without discrimination
To use a sporting image, the talent of a technical player can only flourish in a team where technique is valued. The Spanish football team is a good example, technical talent is favored, expresses itself and constitutes the keystone of the system. A player whose dominant talent would be heading to receive long balls would be completely lost in this system. Conversely, he would be in his element in a British team favoring kick and run.
Recruiting by talent is for us the guarantee of a truly non-discriminatory approach, we also recruit without CVs. Too many companies have recruitment difficulties linked to a much too restrictive approach where cloning replaces complementarity. Our daily work is to get them to open up their recruitment approach and it works. When talent rhymes with new impetus, the race for diversity is well underway.
Stephane Riviere
Lexpress.fr
Published on July 10, 2012.
Posted online on September 12, 2012.
Express Yourself] The first diversity to be valued in a company is that of talents: to exchange a recruitment that clones and "divides", against a recruitment that creates complementarity in teams. Managing and recruiting by talent is the foundation of truly non-discriminatory career management and company integration. Because talents are not reserved for an elite of high potentials pampered on obscure criteria often linked to diplomas, but a component of the evaluation and management of each individual.
Let's go back to the definition of talent. For us, it's how to implement one's skills. I am very inspired for this by the definition of Monique Pierson, in her work And if we decided to be happy at work. She dissociates talents and skills, talents being immutable, while skills can be lost if they are not maintained. They are therefore the foundation of the inexhaustible resources of each of us.
Identifying talents on social networks
These talents can of course be acquired at school, but also in life, in each of our intimate, personal stories, on a sports field, in a cultural or recreational activity, etc. This is their interest on the question of non-discrimination: regardless of the diploma, social origin, their place of acquisition, talents are distributed without distinction. It remains to find them, identify them and measure them before evaluating their relevance in view of the recruiter's needs.
For this, social networks are a fantastic opportunity, since their principle is to highlight the talents of their members, their successes, their comfort zones, more than their professional backgrounds, often linear and uniform, proposed by the traditional CV. This is another subject, but we are convinced that these tools facilitate a more open meeting between candidates and recruiters. Candidates have access to more information and recruiters to a greater diversity of profiles.
Once these talents have been identified, they must correspond to the concrete and clear needs of the recruiter. If you are looking for a salesperson, it doesn't matter if they have the right training, the right pedigree: what matters is that their sales skills are effective, measurable and that their talent as a salesperson corresponds to your clientele.
Guarantee without discrimination
To use a sporting image, the talent of a technical player can only flourish in a team where technique is valued. The Spanish football team is a good example, technical talent is favored, expresses itself and constitutes the keystone of the system. A player whose dominant talent would be heading to receive long balls would be completely lost in this system. Conversely, he would be in his element in a British team favoring kick and run.
Recruiting by talent is for us the guarantee of a truly non-discriminatory approach, we also recruit without CVs. Too many companies have recruitment difficulties linked to a much too restrictive approach where cloning replaces complementarity. Our daily work is to get them to open up their recruitment approach and it works. When talent rhymes with new impetus, the race for diversity is well underway.
Stephane Riviere
Lexpress.fr
Published on July 10, 2012.
Posted online on September 12, 2012.
