Innovating to Find the Right Profiles
15 May 2008
Read by 1832 persons
Individual interviews remain the most commonly used method for assessing the skills of potential recruits.
How can recruitment policies be adapted to Generation Y (graduates born between the late 70s and the mid-90s)? A major dilemma for managers who want to attract the right profiles but are not changing their recruitment methods. According to surveys conducted in Morocco, the latest of which dates from last June and was published by the Invest RH firm, recruitment is low on the list of HR priorities.
This latest study, conducted in the Rabat region and involving 52 public and private companies with 2,000 employees, also revealed that recruitment practices are lagging in the Kingdom.
One thing is certain: HR managers are wrong. Abroad, to attract and retain Generation Y talent, recruiters use various recruitment tools: Facebook, virtual job fairs on Second Life, speed recruiting... every means is used to communicate more effectively with this target group. While these methods are rarely used in Morocco, recruiters rely mainly on interviews as an effective hiring method to test the skills of profiles and recruit. This observation was also made by the Invest RH survey.
Young graduates from higher education, who are of interest to recruiters, want a detailed description of the job, responsibilities, and salary level. So what are the new recruitment methods that exist but are still underutilized in Morocco?
"In an increasingly competitive environment, recruitment methods are also experiencing innovations. Companies must show great ingenuity to ensure that the best candidates do not escape them," says Nabila Sebbah, Consulting and Training Manager at Invest RH. She adds: "In recruitment methods, we must distinguish between three types: candidate sourcing methods, selection methods, and recruitment management methods."
Indeed, new candidate sourcing methods involve developing the company's employer brand and its HR communication towards young graduates and executives. Companies are increasingly organizing open days, establishing partnerships and sponsorships with business schools, or sponsoring innovation tournaments and trophies.
In terms of selection and recruitment, the demand for performance pushes HR departments to think outside the box and innovate to find the right candidate. Video CVs, for example, are becoming an increasingly widespread selection tool. Job interviews are becoming more complex and numerous, depending on the size of the position, and are often followed by practical assessments to verify the candidates' operational skills.
Recruitment management tools are becoming increasingly innovative, and HRIS (Human Resource Information Systems) have become essential in managing recruitment processes. Thus, candidate management solutions, automated candidate sourcing, and corporate website HR portals are widely adopted.
"Matching the mission, skills, and profile"
The latest survey on HR practices revealed that recruitment practices are lagging. What are the causes of this delay?
Indeed, our firm recently conducted a survey on HR practices in Rabat, a survey that involved 52 companies representing a significant sample of Rabat's economic fabric. This study highlighted a number of observations in which the recruitment aspect is not keeping pace with other aspects of the Human Resources function.
For example, more than 82% of the sample reported having computerized payroll, but only 31% have computerized part of their recruitment process. As for the HR tasks deemed priorities, recruitment is ranked last after skills assessment, training, and career management.
This suggests that recruitment is the poor relation compared to other aspects of HR in this sample. This is not surprising, as Rabat has a high proportion of public administration and public companies (around 60% of the sample), with more than 38% having more than 2,000 employees. Priorities naturally focus on developing the skills of existing staff. Recruitment priorities are obviously different in the private sector, both in terms of regulations and the economic environment. In our survey, several administrations stated that they have difficulty recruiting certain specialized profiles. It is therefore time to adapt recruitment practices to the new requirements of the administration with its ambitious modernization plan. Building relevant teams will involve, among other things, more effective candidate sourcing and selection methods.
What are the most commonly used recruitment methods?
In terms of recruitment methods, the survey showed that, in terms of candidate sourcing, companies in Rabat favor advertisements in the legal press, mainly due to the strong presence of administrations that are legally required to use it. In terms of selection methods, interviews before a committee (82.8%), individual interviews (65.5%), and professional competitions (51.7%) are the top selection methods used by companies in Rabat. It should be noted that in Morocco, companies are very active in student forums organized by business schools and job fairs. They see these as a good alternative to traditional recruitment methods.
Job fairs are a good way for companies to accelerate their recruitment by meeting candidates interested in their sector of activity or a specific function. They also allow companies to gain regional visibility. Outsourcing recruitment and using specialized recruitment agencies is also an increasingly common practice, as it allows companies to delegate part of the recruitment process to professionals, especially when it comes to specialized profiles that are rare on the market, or senior positions requiring a "headhunt."
What points should be emphasized during recruitment?
Recruitment is an investment, a strategic axis for companies. A bad recruitment can be very expensive. To carry out good recruitment means having the resources in terms of time, money, and, of course, tools. The first condition for successful recruitment is, of course, defining the need. Recruitment cannot take place if the need does not meet a real skills gap to be filled. Operational staff must necessarily be involved in this process, as they are the only ones who know the specifics of the need and the type of profile required. The job advertisement must also be attractive, clear, and concise: a good presentation of the position and its advantages, responsibilities to be assumed, the work environment, and career development opportunities. This is the first step in HR communication between the company and candidates and the guarantee of receiving serious and targeted applications.
Recruitment interviews should also receive special attention as this is the first contact with the candidate and first impressions, often lasting. The interview is the central stage of the recruitment process. It must allow the recruiter to verify the information in the CV, to collect any missing information, and to present the position and the company. Recruitment is a strategic process that must meet a specific need of the company. The challenge is to find the right fit between the mission, skills, and profile.
Nadia Dref
Published July 26, 2009
Posted online August 25, 2009
lematin.ma
How can recruitment policies be adapted to Generation Y (graduates born between the late 70s and the mid-90s)? A major dilemma for managers who want to attract the right profiles but are not changing their recruitment methods. According to surveys conducted in Morocco, the latest of which dates from last June and was published by the Invest RH firm, recruitment is low on the list of HR priorities.
This latest study, conducted in the Rabat region and involving 52 public and private companies with 2,000 employees, also revealed that recruitment practices are lagging in the Kingdom.
One thing is certain: HR managers are wrong. Abroad, to attract and retain Generation Y talent, recruiters use various recruitment tools: Facebook, virtual job fairs on Second Life, speed recruiting... every means is used to communicate more effectively with this target group. While these methods are rarely used in Morocco, recruiters rely mainly on interviews as an effective hiring method to test the skills of profiles and recruit. This observation was also made by the Invest RH survey.
Young graduates from higher education, who are of interest to recruiters, want a detailed description of the job, responsibilities, and salary level. So what are the new recruitment methods that exist but are still underutilized in Morocco?
"In an increasingly competitive environment, recruitment methods are also experiencing innovations. Companies must show great ingenuity to ensure that the best candidates do not escape them," says Nabila Sebbah, Consulting and Training Manager at Invest RH. She adds: "In recruitment methods, we must distinguish between three types: candidate sourcing methods, selection methods, and recruitment management methods."
Indeed, new candidate sourcing methods involve developing the company's employer brand and its HR communication towards young graduates and executives. Companies are increasingly organizing open days, establishing partnerships and sponsorships with business schools, or sponsoring innovation tournaments and trophies.
In terms of selection and recruitment, the demand for performance pushes HR departments to think outside the box and innovate to find the right candidate. Video CVs, for example, are becoming an increasingly widespread selection tool. Job interviews are becoming more complex and numerous, depending on the size of the position, and are often followed by practical assessments to verify the candidates' operational skills.
Recruitment management tools are becoming increasingly innovative, and HRIS (Human Resource Information Systems) have become essential in managing recruitment processes. Thus, candidate management solutions, automated candidate sourcing, and corporate website HR portals are widely adopted.
"Matching the mission, skills, and profile"
The latest survey on HR practices revealed that recruitment practices are lagging. What are the causes of this delay?
Indeed, our firm recently conducted a survey on HR practices in Rabat, a survey that involved 52 companies representing a significant sample of Rabat's economic fabric. This study highlighted a number of observations in which the recruitment aspect is not keeping pace with other aspects of the Human Resources function.
For example, more than 82% of the sample reported having computerized payroll, but only 31% have computerized part of their recruitment process. As for the HR tasks deemed priorities, recruitment is ranked last after skills assessment, training, and career management.
This suggests that recruitment is the poor relation compared to other aspects of HR in this sample. This is not surprising, as Rabat has a high proportion of public administration and public companies (around 60% of the sample), with more than 38% having more than 2,000 employees. Priorities naturally focus on developing the skills of existing staff. Recruitment priorities are obviously different in the private sector, both in terms of regulations and the economic environment. In our survey, several administrations stated that they have difficulty recruiting certain specialized profiles. It is therefore time to adapt recruitment practices to the new requirements of the administration with its ambitious modernization plan. Building relevant teams will involve, among other things, more effective candidate sourcing and selection methods.
What are the most commonly used recruitment methods?
In terms of recruitment methods, the survey showed that, in terms of candidate sourcing, companies in Rabat favor advertisements in the legal press, mainly due to the strong presence of administrations that are legally required to use it. In terms of selection methods, interviews before a committee (82.8%), individual interviews (65.5%), and professional competitions (51.7%) are the top selection methods used by companies in Rabat. It should be noted that in Morocco, companies are very active in student forums organized by business schools and job fairs. They see these as a good alternative to traditional recruitment methods.
Job fairs are a good way for companies to accelerate their recruitment by meeting candidates interested in their sector of activity or a specific function. They also allow companies to gain regional visibility. Outsourcing recruitment and using specialized recruitment agencies is also an increasingly common practice, as it allows companies to delegate part of the recruitment process to professionals, especially when it comes to specialized profiles that are rare on the market, or senior positions requiring a "headhunt."
What points should be emphasized during recruitment?
Recruitment is an investment, a strategic axis for companies. A bad recruitment can be very expensive. To carry out good recruitment means having the resources in terms of time, money, and, of course, tools. The first condition for successful recruitment is, of course, defining the need. Recruitment cannot take place if the need does not meet a real skills gap to be filled. Operational staff must necessarily be involved in this process, as they are the only ones who know the specifics of the need and the type of profile required. The job advertisement must also be attractive, clear, and concise: a good presentation of the position and its advantages, responsibilities to be assumed, the work environment, and career development opportunities. This is the first step in HR communication between the company and candidates and the guarantee of receiving serious and targeted applications.
Recruitment interviews should also receive special attention as this is the first contact with the candidate and first impressions, often lasting. The interview is the central stage of the recruitment process. It must allow the recruiter to verify the information in the CV, to collect any missing information, and to present the position and the company. Recruitment is a strategic process that must meet a specific need of the company. The challenge is to find the right fit between the mission, skills, and profile.
Nadia Dref
Published July 26, 2009
Posted online August 25, 2009
lematin.ma
