To our candidates
Looking for a job is a special time in a career. It's a pivotal moment that can provide the opportunity to take on responsibilities, change direction and explore new professional subjects. But very often candidates are exposed to a contradiction: clients are looking to recruit people who have already held similar positions, while candidates wish to use this moment to experience an evolution or a break in their career path. Rest assured, these candidate/customer objectives can be reconciled. We'll explain everything.
A GOOD SEARCH
The dream job
Keep in mind that you're the only one who knows what makes you happy in your job and in the time you devote to work.
You need to be aware of what you're looking for in a job to have a chance of finding a suitable position... defending your chances is another matter. Spend some time reflecting on your job search: what did you enjoy doing in your previous job, what would you like to do again, and especially what you would not like to do again. These are fundamental questions!
Research
We all agree that job hunting can feel like navigating an obstacle course. You must convince someone who doesn't know you and will only read a few lines of your CV about your qualifications and suitability for the job.
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When you're on your own, it's essential to be patient, emphasize the qualities that set you apart from others, and reach out to companies directly to maximize your opportunities.
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That's why recruitment agencies exist. We understand our candidates and clients well and strive to ensure a perfect match between the two parties.
Applications
With the exception of artistic professions, we advise against overly fancy CVs. Human resources departments receive a huge number of applications and like to find information in very specific places. Generally speaking, a CV is structured as follows:
I. Professional experience arranged chronologically, with the most recent experience first, II. Diplomas, III. Languages, IV. Extras and Hobbies.
A good CV reads smoothly and concisely
An experience of 10 years takes 10 lines and 5 years takes 5 lines, not the other way around. Don't hesitate to highlight your achievements so that it's clear who you are and what makes you different from other candidates in the same position.
THE INTERVIEWS
The first interview
The interview phase is the most interesting part of the process. It should serve as an opportunity for both parties to gauge their compatibility and willingness to collaborate.
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Candidates often perceive the first interview as solely about showcasing their profile. However, its primary purpose is to foster an exchange and mutual understanding of expectations and challenges.
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Additionally, companies are also striving to hire top talent to their organization, so they're not merely "buying" your profile; they want to attract you. Therefore, don't hesitate to ask questions and determine if the position aligns with your interests.
A successful interview leaves you feeling confident in your interest in the job and in your ability to effectively present yourself.
Follow-up
No client has ever told us, I hated receiving a thank-you email and a quick email summarizing the candidate's understanding of the position. So do it!
A good first interview and a candidate who is interested enough in the position to summarize his/her understanding often leads to a second interview.
If the process doesn't progress further, of course you can ask to stay on their database for future opportunities and see why that first job didn't work out. It's a great way to improve.
Conclusion of recruitment
When do we talk about salary?
- On the first day with a firm (like us!) who will then represent you to the customer.
- If you're navigating the process independently, it may arise during the first interview if inquired about; otherwise, it's more likely to happen during the second or third interview.
Questions of pace: telecommuting, etc. should also be raised during these discussions, and especially not at the first interview, as many of our customers see this as a sign that the candidate is only working for the home office or on vacation, even if this is not the case.
A perfect conclusion means satisfaction for both parties, otherwise you need to keep negotiating to ensure that the foundations are good and sound.