Currently, only 7% * of entrepreneurs think of developing themselves through an investment or hiring. This figure rises to 17% * in the construction and construction sector.
New needs within companies?
The 2021 objective: maintain its activity! 93% * of RIVALIS client entrepreneurs believe that the sustainability of their business has not been committed following this economic crisis. Rather, it is for them the opportunity to innovate, to bounce back, to renew themselves. Forcing to adapt in order to survive! You have to review your business model, your communication, your sales channels, recruit ... And that, the building sector has understood. Despite a 15% loss of activity according to the FFB, these companies have not said their last word. Concentrated on long-term projects, they are formal, recruitments will continue in 2021! Recruitment remains a major difficulty for business leaders. Fear of failure and consequences crystallizes their research. "For example, producing a job description seems to be obvious and yet rare are the managers to write down their missions and their expectations" explains Roland CORDON, RIVALIS advisor, 1st national support network for company managers, who intervenes with the manager to provide him with the necessary framework and methodology.
Companies struggling to hire ...
Recruitment difficulties represent a considerable brake on growth. Often, the lack of HR skills and too high demands on managers lead to time-consuming and risky recruitment processes. In order to overcome this problem RIVALIS establishes a tailor-made recruitment process. Golden rule: never do an interview alone! Always have a second point of view. another element to work on: the attractiveness of the position (good employee savings, possibility of advancement ...). You have to know how to put yourself in the candidate's shoes, why this company rather than another?
"Sometimes I set up a role play with the manager to simulate a hiring to be sure that he has assimilated each step of the recruitment process: identification and analysis of the need, job description, interviews, hiring, integration and retention " explains Roland CORDON.
... and candidates who need to be reassured!
We must certainly highlight the advantages linked to the position but also the health of the company, the prospects for development ... Integration is a key element of the recruitment process! The new employee must be supported during the recruitment phase, yes, but also throughout his trial period and afterwards.
"On the first day, you shouldn't just talk to him about work. Well-being at work also involves conviviality, an understanding of practical aspects - such as habits for the coffee break, the course of the lunch break, all the essential elements which are very often neglected " says Roland CORDON.
After integration comes loyalty. The basis for recruiting is also to avoid the phenomenon of turnover! Listening and ensuring the development of each employee is essential. The RIVALIS advisor does not want to be an expert in recruitment. He simply ensures that each manager is made aware of good practices and the challenges related to recruitment!