What profile is sought today?
30 August 2010
Read by 2160 persons
In the face of the latest changes that have occurred after the economic crisis that has impacted our companies, both directly and indirectly, like foreign companies, human capital is back at the forefront. And for good reason, companies with quality skills have been able to overcome these difficulties and have shown good results, unlike others that have faltered in this difficult context.
As our consultant Assia Aiouch told us so well during the previous edition of our "Employment File", we must "have management teams capable of integrating change into their management style and quickly mobilizing their employees to transformations".
But be careful, saying "having good skills" means that "it is necessary to evaluate the internal pool to determine if one of the existing profiles will do the trick".
If the answer is "no", then it will be necessary to look externally for the candidate who can fill this new position. But how to go about it? It should be noted, as HR manager Mohammed Benouarrek explains in the "Expert Opinion", that today, things have changed and recruitment methods have followed suit.
The profile sought by modern companies must possess know-how and expertise in their field of activity, but they must above all have other equally important personal qualities, namely open-mindedness, self-motivation, dynamism, autonomy, the ability to make suggestions, innovation, and adaptability. Certainly, this is no small feat, but it is necessary to find the rare pearl and make the right choice. HR managers and HR officers therefore have their work cut out for them. And for good reason, a casting error can be costly for the company, hence the importance of properly determining the need for skills and searching well, through the relevant networks and advertisements, or even through recruitment firms, unsolicited applications.
Candidates, for their part, must know how to better sell themselves by highlighting their skills and personal qualities. A new challenge for today's job seekers. Another piece of advice not to be neglected: stop using CV and cover letter templates available on the Internet.
These documents must be imbued with the candidate's personality and convey self-confidence. So much advice not to be neglected, given that the job market is currently in high demand for important profiles. Moreover, a clear recovery has been observed since the last quarter of 2009.
The most sought-after profiles remain those related to the functions: strategy, management control, audit, and "business development". The rush is also observed, among others, at the level of profiles in sales and IT professions.
"The recruiter is looking for an employee-entrepreneur"
Expert Opinion • Mohamed Benouarrek, HR Manager
What are the most sought-after profiles today?
The criteria for evaluating an employee change over time. If in the past submission and "yes-manism" were highly valued qualities; today, the audacity to think out loud and propose new ideas are traits sought after by a good part of modern companies. It is not only the job market that changes in terms of professions but also the profile of the person who will be part of the company in question.
The profile generally sought revolves around qualities of openness, self-motivation, dynamism, autonomy, the ability to make suggestions, innovation, and adaptability. These are qualities that are very difficult to combine but which define the face of the new hero of the modern company.
Formerly, loyalty, discretion, and attachment were key values for selecting employees. Today, the recruiter focuses much more on the background, multilingualism, and the ability to produce quickly. Reality does not necessarily belong to one of the two sides. Also, it should be noted that these old and modern profiles are not mutually exclusive.
Besides skills, what personal qualities are sought after?
It is rightly said: we recruit attitudes and we teach aptitudes. For a good part of recruiters today, soft skills take precedence over hard skills or know-how. This also depends on certain factors such as the sector of activity, the size of the company, the position in question, the strategic stakes, etc. As mentioned above, certain qualities define the modern face of the sought-after profile. We can add other qualities such as the ability to work in a team, to be results-oriented, to manage complexity, to manage stress and the pressure of the obligation of results. In short, the recruiter is increasingly looking for an employee-entrepreneur.
How should HR be able to meet the company's recruitment needs?
The starting point remains to ensure that you have clearly understood the nature of the recruitment need by challenging the statements of recruitment needs both qualitatively and quantitatively. Some disappointments stem from the fact of looking for triangles to fill squares. Also, it is necessary to emphasize the involvement of direct managers as well as the diversification of sourcing methods and tools (internal pool, access to CV databases, employee referrals, etc.). It should not be forgotten that the employer's brand image also plays a crucial role in recruitment (attractiveness of the employer company). HR marketing can in this sense be a considerable support.
What to do if the sought-after profile is rare and it is difficult to find one that is available?
Do not, above all, lower the profile (downward adjustment of the profile) after the first unsuccessful matching. In this case, it will be necessary to use – among others – specialized recruitment agencies, or headhunters. A market mapping can be done and can identify the expected profiles. In some cases, the search is also done internationally.
What advice do you give to new job seekers?
Be entrepreneurs and no longer employees. The supply of services and positions is perpetual. The difference lies in you and your personality more than your diplomas and/or CV. Have confidence in yourself. How are others going to trust you if you don't trust yourself?
It should also be noted that the candidate must give color to their application. Cloned CVs and downloadable cover letters are to be avoided. Certain personality traits are often decisive such as: fast learning, adaptability, self-confidence, intellectual honesty as well as a strong will to succeed. Also, strong motivation for the position can sometimes compensate for the lack of certain technical qualifications. You must reconstitute the image of the requested profile through a deep reading of the advertisement and prepare yourself in this sense. A contextualization of your profile in relation to the position sought remains a must so as not to appear as an overly general applicant.
Finally, it should be noted that obtaining the position is not a success in itself. Knowing how to sell yourself to colleagues and then make a place for yourself by positively distinguishing yourself from them is the real success.
One last piece of advice, don't look for a job or a position... look for a profession and a career.
Published on May 17, 2010
Posted online on August 30, 2010
ode.ma
As our consultant Assia Aiouch told us so well during the previous edition of our "Employment File", we must "have management teams capable of integrating change into their management style and quickly mobilizing their employees to transformations".
But be careful, saying "having good skills" means that "it is necessary to evaluate the internal pool to determine if one of the existing profiles will do the trick".
If the answer is "no", then it will be necessary to look externally for the candidate who can fill this new position. But how to go about it? It should be noted, as HR manager Mohammed Benouarrek explains in the "Expert Opinion", that today, things have changed and recruitment methods have followed suit.
The profile sought by modern companies must possess know-how and expertise in their field of activity, but they must above all have other equally important personal qualities, namely open-mindedness, self-motivation, dynamism, autonomy, the ability to make suggestions, innovation, and adaptability. Certainly, this is no small feat, but it is necessary to find the rare pearl and make the right choice. HR managers and HR officers therefore have their work cut out for them. And for good reason, a casting error can be costly for the company, hence the importance of properly determining the need for skills and searching well, through the relevant networks and advertisements, or even through recruitment firms, unsolicited applications.
Candidates, for their part, must know how to better sell themselves by highlighting their skills and personal qualities. A new challenge for today's job seekers. Another piece of advice not to be neglected: stop using CV and cover letter templates available on the Internet.
These documents must be imbued with the candidate's personality and convey self-confidence. So much advice not to be neglected, given that the job market is currently in high demand for important profiles. Moreover, a clear recovery has been observed since the last quarter of 2009.
The most sought-after profiles remain those related to the functions: strategy, management control, audit, and "business development". The rush is also observed, among others, at the level of profiles in sales and IT professions.
"The recruiter is looking for an employee-entrepreneur"
Expert Opinion • Mohamed Benouarrek, HR Manager
What are the most sought-after profiles today?
The criteria for evaluating an employee change over time. If in the past submission and "yes-manism" were highly valued qualities; today, the audacity to think out loud and propose new ideas are traits sought after by a good part of modern companies. It is not only the job market that changes in terms of professions but also the profile of the person who will be part of the company in question.
The profile generally sought revolves around qualities of openness, self-motivation, dynamism, autonomy, the ability to make suggestions, innovation, and adaptability. These are qualities that are very difficult to combine but which define the face of the new hero of the modern company.
Formerly, loyalty, discretion, and attachment were key values for selecting employees. Today, the recruiter focuses much more on the background, multilingualism, and the ability to produce quickly. Reality does not necessarily belong to one of the two sides. Also, it should be noted that these old and modern profiles are not mutually exclusive.
Besides skills, what personal qualities are sought after?
It is rightly said: we recruit attitudes and we teach aptitudes. For a good part of recruiters today, soft skills take precedence over hard skills or know-how. This also depends on certain factors such as the sector of activity, the size of the company, the position in question, the strategic stakes, etc. As mentioned above, certain qualities define the modern face of the sought-after profile. We can add other qualities such as the ability to work in a team, to be results-oriented, to manage complexity, to manage stress and the pressure of the obligation of results. In short, the recruiter is increasingly looking for an employee-entrepreneur.
How should HR be able to meet the company's recruitment needs?
The starting point remains to ensure that you have clearly understood the nature of the recruitment need by challenging the statements of recruitment needs both qualitatively and quantitatively. Some disappointments stem from the fact of looking for triangles to fill squares. Also, it is necessary to emphasize the involvement of direct managers as well as the diversification of sourcing methods and tools (internal pool, access to CV databases, employee referrals, etc.). It should not be forgotten that the employer's brand image also plays a crucial role in recruitment (attractiveness of the employer company). HR marketing can in this sense be a considerable support.
What to do if the sought-after profile is rare and it is difficult to find one that is available?
Do not, above all, lower the profile (downward adjustment of the profile) after the first unsuccessful matching. In this case, it will be necessary to use – among others – specialized recruitment agencies, or headhunters. A market mapping can be done and can identify the expected profiles. In some cases, the search is also done internationally.
What advice do you give to new job seekers?
Be entrepreneurs and no longer employees. The supply of services and positions is perpetual. The difference lies in you and your personality more than your diplomas and/or CV. Have confidence in yourself. How are others going to trust you if you don't trust yourself?
It should also be noted that the candidate must give color to their application. Cloned CVs and downloadable cover letters are to be avoided. Certain personality traits are often decisive such as: fast learning, adaptability, self-confidence, intellectual honesty as well as a strong will to succeed. Also, strong motivation for the position can sometimes compensate for the lack of certain technical qualifications. You must reconstitute the image of the requested profile through a deep reading of the advertisement and prepare yourself in this sense. A contextualization of your profile in relation to the position sought remains a must so as not to appear as an overly general applicant.
Finally, it should be noted that obtaining the position is not a success in itself. Knowing how to sell yourself to colleagues and then make a place for yourself by positively distinguishing yourself from them is the real success.
One last piece of advice, don't look for a job or a position... look for a profession and a career.
Published on May 17, 2010
Posted online on August 30, 2010
ode.ma
