Romain Rissoan

Consultant Trainer Recruitment 2.0

romain rissoan consultant formateur recrutement 20

I’m a bilingual English-speaking Qualiopi 2.0 recruitment consultant and trainer with over 8 years’ experience in the recruitment and staffing sector. years of experience in the recruitment and staffing sector. industry. My expertise includes developing talent search strategies campaign management, interviewing, CV analysis and recruitment, CV analysis and identifying the best candidates to fill vacancies. vacancies. I have also worked extensively with clients on job descriptions, integration plans and recruitment plans. recruitment plans. I have a unique ability to understand both the technical and non-technical skills soft skills needed in today’s competitive job market. market. As a Recruitment 2.0 training consultant, I can help you identify the right talent for any available position, and provide you with advice on how to improve your recruitment process.

I also have experience in providing consulting services, training programs and coaching sessions to employers and jobseekers. job seekers. I can help employers create effective recruitment processes recruitment processes, develop an effective interview strategy and implement a a solid integration process to ensure that new employees are well employees are well integrated into their teams. I can also provide advice on how to identify the right candidates for the job candidates for the job and on how to find talent from external sources. external sources. In addition, I have experience in the following areas of recruitment: candidate search, selection, interviewing, selection and integration into the the company. I have also run training sessions for companies on the latest companies on the latest trends in recruitment, such as social media recruitment such as social media recruitment and using technology to attract talent.

My Recruitment 2.0 Trainer content

Recruitment 2.0 in two words

E-recruitment is defined as the ability to advertise job offers via dedicated job boards. This has considerably changed our profession, enabling everyone to to post job offers on sites accessible to a large number of candidates. Recruitment 2.0 complements e-recruitment. It will not but rather to put people in touch with each other. Indeed, social networks between two profiles, in the case of recruitment a candidate and a recruiter. a candidate with a recruiter. The complement to this tool is the ability to contact passive candidates.

The main advantages of recruitment 2.0 are: A possibility of coming into direct contact with profiles who interested. This allows us to be in the exchange rather than in the selection.

The transparency imposed by its networks allows a relationship of trust for the candidate Each recruiter has the opportunity to be visible and accessible to social networks, whatever the size of your company and sector Enhance your company’s employer brand by integrating communities and demonstrating its business expertise. This method of recruitment offers a global approach around tools such as networks social services in order to achieve a more effective approach. Are the social networks (professional) have really transformed the way we recruit? Beyond the evolution linked to the tool, it is above all the approach which has evolved. The recruiter has become a communicator. He must promote its HR proposition as a future employer in order to develop its attractiveness among “talents”.

Recruitment 2.0 is part of a more global HR marketing which aims to develop the employer brand. The promotion of its professions, its offer proposals in internally, the promotion of one’s career paths makes it possible to recruit the target. Beyond the messages, the employer brand allows you to (re)take the speak on spaces where our potential candidates exchange and expand thus the knowledge of our company thanks to a community influencers, bloggers…

Recruitment 2.0 Training Content

Define the characteristics of the position to be filled, tasks to be filled fill Qualities required by candidates

Determine your recruitment policy and organization Prioritize hiring Understanding the use prohibitions

Know the different recruitment methods (Internet, media, recruitment companies, online, etc.) Identify legal restrictions on employment opportunities

Improve choices for future employees

From drafting an offer to selecting candidates candidates Master selection tips Improving skills assessment during interviews interviews

Determining shortlists: understanding best practices Improving the integration of future hires into the company.

Procedures for all employees URSSAF declaration: declaration prior to hiring

Signing the employment contract Find out more about additional formalities for your first job Find out about additional formalities for certain categories categories of employees Case studies of employers who have used mechanisms to mechanisms Understand financial incentives for hiring

Changing recruitment practices: what’s changed with Web 2.0 and Web 3.0 Generational values and behaviors

How are candidates and HR using social networks? New resources and opportunities for companies The candidate persona Corporate values and culture

Take stock of your employer brand and its attractiveness factors factors Manage your e-reputation

Work on your job site

How can you be present and effective on these networks? Impact on hiring costs, recruitment time…

What about the use of non-professional social networks? Optimizing your company page: best practices for attracting interest interest

Search for skills Set up an active watch watch Communicate and promote your employer brand

Interacting with candidates What about other professional social networks? Possible recruitment uses of Twitter, Facebook, Snapchat…

My Recruitment 2.0 Trainer FAQ

Recruitment interview: show empathy Empathy is an essential quality when conducting a recruitment interview. interview. It enables you to better understand your candidate’s motivations and aspirations. By It will also help you to understand cultural and social cultural and social differences. To be empathetic, you need to be an active listener. This means not only hearing what the other person is saying, but also but also understand how they feel. It’s also also important to rephrase what you’ve understood, to make sure make sure you’re on the same wavelength. Job interviews are an important part of the hiring process. hiring process. They enable employers to assess candidates’ skills and determine whether and determine whether they’re right for the job. Unfortunately, however, many jobseekers find the interview process stressful. stressful. To make matters more difficult, some interviewers fail to do their research before the interview. This can lead to to a poor impression of their candidates and may also affect their chances of being hired. To ensure a successful interview, job jobseekers must be prepared with appropriate interview strategies and follow-up strategies. One way to get the most out of an interview is to ask open-ended open-ended questions. Open-ended questions allow candidates to talk about themselves and share information about themselves and their skills. Candidates may be able to talk about things they haven’t not previously discussed during the application process or at previous or during interviews with previous companies. From candidates may also be able to discuss skills they haven’t yet skills they have not previously discussed in interviews with previous previous companies. These types of questions enable candidates to to highlight their skills and experience. Although candidates candidates may be able to answer many of these questions during a questions at a job interview, it’s always a good idea for them to practice to practice these types of questions in advance. Another way to conduct a successful job interview is to using a variety of question styles. The use of different questioning styles enables an interviewer to easily assess skills, personality and background of each candidate. candidate. For example, an interviewer may ask a candidate if he or she experience with the company’s products or services when conducting a background interview. This can also be useful when you ask candidates why they are interested in the in the position or company. Candidates may be able to discuss why they want to work for the company, or why they company, or why they think they would be a good candidate for the for the position. This type of questioning style makes it easy for an interviewer to easily obtain detailed information about each candidate.

There are many reasons why someone might choose to work in to work in recruitment. First of all, it’s an exciting job that allows you to meet lots of people and discover new discover new cultures. Indeed, each candidate is unique and brings his or her own experience to the company. Recruitment is also about helping others to find a job and build their professional future. their professional future. Indeed, it is a profession that requires a great deal of sensitivity and empathy. So it’s important to know how to listen to candidates and and advise them well. Finally, recruitment can be a very rewarding profession. In fact, it enables us to implement effective HR policies and contribute to a company’s growth. Working in recruitment has a positive impact on corporate culture. culture. For example, recruiters help interview candidates and make candidates and make hiring decisions. They also handle the paperwork involved in the hiring process. This means they are in regular contact with different departments and groups within the company. This helps recruiters to understand how their decisions will impact other areas of the areas of the company. The knowledge they gain from this interaction interaction helps them to better understand how to work with each group within their company. In so doing, they positively influence culture and the way employees interact with each other. interact with each other.

Recruiters can help companies find the right types of employees employees for their needs. In fact, they can identify the most suitable candidates for specific job vacancies. To do this, they search for candidates and ask the right questions during interviews. They also use a number of tools during recruitment to compare candidates with the specific specific job requirements. When they’ve finished, they’ll be able to which candidates will be able to meet their needs and succeed in the role. succeed in their role. By doing so, they will be able to attract talented people who might not otherwise have followed their company, leading to a better corporate culture and overall overall success.

To become a recruitment consultant, you need certain skills. First and foremost, you need to be very comfortable with IT tools and be familiar with the various application management software. It’s also important to be highly organized and methodical. For example recruitment consultants have to manage a large number of files and applications. They need to know how to organize and manage their time efficiently.

Last but not least, the recruitment consultant must have an excellent communication skills. At with candidates, so they need to know how to listen and advise them. listen to them and advise them. Recruitment consultants are people who find, select and interview candidates for employers. They do so to help employers find the best possible candidates for their for their positions. There are many ways to become a recruitment recruitment consultant, but one of the best is to find a company a company that needs your help and offer your services. This can be done by be done by contacting them via social media or word-of-mouth. Alternatively, you can specialize in a particular industry industry or type of employment and focus exclusively on that area. Both strategies will give you more opportunities as a as a recruiter. One of the best ways to become a recruitment consultant is to contact a company in need of personnel and sell them to a potential employee. You can do this by approaching companies at work or by networking with other professionals in your field. Browse job boards to find positions that match your skills, experience and knowledge. your skills, experience and industry knowledge. If a company advertises a position that you think is right for you, send them an e-mail introducing yourself and expressing your interest in working for them. Ask them if they have any specific questions about the candidates they’re considering. If so, be prepared to these questions by researching the company and the position position you’re applying for. If it’s not necessary to further research, ask them if they have any specific questions questions they’d like answered before interviewing interviewing candidates. Sending such a well thought-out e-mail shows that that you’ve put time and effort into the process. It’s a a good sign that the company will be happy to work with you as a recruitment consultant.

There are many situations in which it may be worthwhile to use a recruitment agency. At First of all, if you have a position to fill and don’t have the time time to conduct a candidate search, a recruitment agency can be an interesting solution. solution. In fact, recruitment agencies often have access to a large database of candidates and can help you find the ideal candidate for your company. for your company.

The main reason to use a recruitment agency is that they can can help you find the right candidates quickly and easily. The best way to do this is through online advertising and networking with other professionals in the field. This can be done by using professional social media platforms such as LinkedIn or via direct contact with potential candidates. Using recruitment agency makes it easier for you to find and select select potential candidates for your vacancies. job offers. This saves your company time, money and effort. time, money and effort. What’s more, using a recruitment agency eliminates the need to spend a lot of time and money on recruitment. Instead, you can use an agency to manage the entire the whole process from start to finish. They’ll work with you to identify new employment opportunities, then select select, interview and hire candidates on your behalf. You can even hire an agency to manage benefits and payroll benefits and payroll so you don’t have to. This frees up time for you to concentrate on more important business issues instead of recruiting new employees. employees. Using a recruitment agency allows you to monitor legal compliance when looking for employees. For example, companies must comply with anti-discrimination laws when advertising vacancies or hire employees. This means ensuring that that all applicants are treated fairly and equitably during the hiring process. Using an agency guarantees that all hiring is carried out in accordance with these laws and regulations. It also ensures that all hiring decisions are made so that no candidate feels discriminated against. discrimination. On the one hand, some people believe that using an agency agency is an impersonal way of finding employees that doesn’t take personal preferences or employer needs. needs. They feel it’s a much less personalized way of finding personalized way of finding employees than directly contacting former colleagues or friends of current employees.

There are many reasons why a company might decide to company to outsource its recruitment. First of all, it saves time to save time and concentrate on other tasks. At recruitment agencies often have access to a large database of candidates database of candidates and can help you find the ideal candidate for your ideal candidate for your company. Outsourcing recruitment enables companies to find and hire hire employees much faster than they could using their own using their own methods. However, there are outsourcing recruitment does have its drawbacks. These include the possibility of misleading candidates, the loss of corporate culture and values, and the use of unethical methods to find unethical methods to find staff. Despite this, outsourcing recruitment can be a good way of increasing efficiency, find qualified candidates and free up company time. for the company.

One of the reasons why recruitment outsourcing is beneficial is that it beneficial is that it allows you to recruit a more diverse workforce. Indeed, many companies prefer to hire candidates from specific from specific demographic or geographic groups. Outsourcing recruitment enables companies to find personnel these requirements. It is also advantageous as it enables companies to find candidates in different countries, thus countries, increasing the chances of finding qualified employees abroad. Outsourcing recruitment also enables companies to quickly find qualified candidates for vacant positions. At recruiters are able to use technology and networking networking opportunities to easily search for potential candidates and connect with them for interviews. They can also also use databases of previous candidates to quickly compare quickly compare the names of potential candidates with job descriptions. The use of recruiters also enables companies to easily process online applications, without having to without having to collect physical applications from candidates.

Before you start looking for candidates, it’s important to clearly your recruitment needs. First of all, you need to identify the position to be filled and the skills required for this position. It’s also important to determine the number of candidates number of candidates you need and the deadline for filling the position. to fill the position. Once you’ve defined your recruitment needs, you can start looking for candidates. looking for candidates. There are several ways of doing this, including online job boards, social media and recruitment agencies. agencies.

One of the most important requirements for any job is reliability. This means that candidates must be reliable in do what they are asked to do, and do it to the best of their ability. to the best of their ability. Unfortunately, emotional availability is often a requirement for many positions. This means that candidates must be emotionally available and able to discuss problems with colleagues or customers. customers. Being emotionally available is essential for many jobs, so it’s worth including it when hiring new staff. staff. Emotional intelligence is also very important in a good employee. This means that candidates must be able to identify emotions in others and respond appropriately to those to those emotions. They must also be able to resolve interpersonal conflicts when they arise. It is important for companies to hire candidates with emotional intelligence. emotional intelligence, as this helps them to resolve interpersonal conflicts and problem-solving situations more effectively than less intelligent than less emotionally intelligent employees. Another major recruitment requirement is the ability to work well with others. work well with others. Essentially, this means that be able to work well with other members of their team or members of their team or company. They must also strong interpersonal skills so they can communicate effectively communicate effectively with other employees and customers. A good worker is able to anticipate problems before they arise and organize a solution before anything gets too chaotic. becomes too chaotic. Essentially, a good worker has strong communication skills and can organize groups so that others can easily follow orders. orders.
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