Recruiting a Manager: Not So Easy!
6 July 2015
Read by 2593 persons
1- What is employee referral?
Still valued, sometimes even remunerated, employee referral is also used internally to build loyalty and recognition. This approach was practiced because the principle was to trust one's teams, and particularly one's managers, especially if these managers performed well. However, this system has its limits because it can lead to unpleasant surprises, or even problems, especially if it is remunerated. Another common practice is to use headhunting. In Morocco, we are also seeing companies increasingly using foreign firms, which can be risky due to their lack of knowledge of the local market and culture, which can make candidate evaluation more complex.
2- A logical approach within a global approach
An approach linked to the major challenges of the company Recruiting a manager follows a logical and very rigorous approach, and since it is not a negligible but highly strategic act, it is essential to integrate it into a global approach: look at which markets to target, which candidates to select, be open-minded, do not limit oneself to a standardized or stereotyped approach. This is a process that can be very long, averaging 3 weeks and sometimes up to 12 months. Mistakes are unacceptable and not only cost the company dearly but can even jeopardize its stability.
3- What are the steps in employee referral? What tools are used? For what purpose?
The essential steps are pre-selection, then successive interviews that will go to the top of the hierarchy. Specific tools for better efficiency The essential tool that is essential to use is reference checking. It makes it possible to verify the candidate's professional past and to check his or her career path and the various positions he or she has held. The principle simply consists of verifying by means of direct contacts (telephone calls or emails) with previous employers, or professional contacts that the future recruit has cited. This takes place at the end of the recruitment process, to confirm or deny information gathered and must imperatively be done with the candidate's authorization. It is obvious that during this "investigation", only purely professional information should be taken into account (neither morals, religion, lifestyle or other personal considerations can be considered). On the other hand, the tool not to be neglected, or even to systematize, is that of evaluations.
4- Psychometric tests too...
Numerous psychometric tests should complement the various interviews, particularly to test managerial skills, such as stress resistance, or leadership. This process is not without difficulties One of the essential aspects is maintaining confidentiality, which must be very strong, and which greatly complicates the task. Replacing a person still in post is a more than delicate situation, because the whole operation must be done "secretly". Managing to shorten the process is one of the keys to maintaining secrecy because the longer the operation, the greater the risk of "leakage". It is important to structure your recruitment communication well in order to attract good profiles of experienced managers.
Indeed, the global employer brand must be used as a lever in this dynamic and this is worked on in the long term. The best way to attract the best talent is to seduce them throughout the year. Often, companies neglect this aspect of their communication and regret it by having great difficulty in identifying skills, which are already rare and difficult to find. It is also wise to compare the different actions taken in order to validate those that benefit from the best quantitative and qualitative return rates.
Philippe Montant General Manager of ReKrute
