{"id":292035,"date":"2014-04-10T07:14:00","date_gmt":"2014-04-10T06:14:00","guid":{"rendered":"https:\/\/ac-franchise.be\/conseils-aux-franchises-pour-recruter-leurs-salaries"},"modified":"2014-04-10T07:14:00","modified_gmt":"2014-04-10T06:14:00","slug":"conseils-aux-franchises-pour-recruter-leurs-salaries","status":"publish","type":"post","link":"https:\/\/ac-franchise.be\/article\/conseils-aux-franchises-pour-recruter-leurs-salaries","title":{"rendered":"Conseils aux franchis\u00e9s pour recruter leurs salari\u00e9s"},"content":{"rendered":"
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Futur ou r\u00e9cent franchis\u00e9, vous n’avez pas n\u00e9cessairement g\u00e9r\u00e9 tout ou partie des \u00e9tapes d’un recrutement<\/b> lors de vos exp\u00e9riences pr\u00e9c\u00e9dentes alors voici les conseils de base. N’oubliez pas que le recrutement est une de vos t\u00e2ches les plus personnelles, une de celles o\u00f9 votre solitude sera la plus grande car le franchiseur n’a pas le droit de le faire \u00e0 votre place et ne peut que vous assister…de loin dans la m\u00e9thode mais pas dans le choix sous peine de risquer l’immixtion dans la conduite de votre propre entreprise.<\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n
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Le profil \u00e0 trouver<\/h3>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n
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Le plus difficile est de d\u00e9terminer les crit\u00e8res sur lesquels s’appuyer pour trouver la perle rare.<\/b> Le premier travail est de d\u00e9finir votre besoin, de bien cerner les missions qui seront confi\u00e9es au futur collaborateur. S’il s’agit d’un poste existant lib\u00e9r\u00e9 par un d\u00e9part \u00e0 la retraite ou une d\u00e9mission, la t\u00e2che pourra para\u00eetre plus ais\u00e9e. C’est pourtant l’occasion de recentrer les missions vers le coeur du m\u00e9tier. <\/div>\n<\/p><\/div>\n<\/p><\/div>\n
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Vous devez lister clairement les objectifs<\/strong> li\u00e9s \u00e0 la mission confi\u00e9e au nouvel embauch\u00e9, vous pouvez ainsi pr\u00e9ciser son profil. Il convient maintenant de fixer les crit\u00e8res li\u00e9s \u00e0 la personnalit\u00e9 du candidat<\/strong>, son comportement, ses attitudes. Demandez-vous s’il doit plut\u00f4t \u00eatre autonome ou capable de travailler en \u00e9quipe, souple ou autoritaire, calme ou dynamique, etc. L’id\u00e9al est de cr\u00e9er une nouvelle liste qui \u00e0 la suite des comp\u00e9tences professionnelles li\u00e9es \u00e0 la mission, rel\u00e8ve les \u00e9l\u00e9ments de personnalit\u00e9 requis pour le poste. <\/div>\n<\/p><\/div>\n<\/p><\/div>\n
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Maintenant il y a lieu d’envisager le contrat de travail qui peut \u00eatre propos\u00e9, avec l’intitul\u00e9 du poste, la qualification, le niveau de r\u00e9mun\u00e9ration, le temps de travail et les conditions li\u00e9es par exemple aux d\u00e9placements ou \u00e0 l’organisation. Parfois le niveau de r\u00e9mun\u00e9ration doit \u00eatre revu en fonction de nouvelles exigences du poste. <\/div>\n<\/p><\/div>\n<\/p><\/div>\n
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Comment s’y prendre ?<\/h3>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n
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Quel que soit votre canal de recrutement vous avez \u00e0 r\u00e9diger une annonce qui pr\u00e9cise les \u00e9l\u00e9ments \u00e9voqu\u00e9s et les pr\u00e9sente de mani\u00e8re vendeuse, afin d’attirer les meilleurs candidats possibles. Un bon slogan s’impose parfois comme \u00ab int\u00e9grez un grande enseigne et travaillez dans une TPE en m\u00eame temps \u00bb ou \u00ab rejoignez le leader sur son march\u00e9 de. \u00bb. <\/div>\n<\/p><\/div>\n<\/p><\/div>\n
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L’id\u00e9al est souvent\u00a0le multi-canal, mais l’annonce\u00a0devra s’adapter selon sa destination\u00a0: une annonce sur le site de P\u00f4le Emploi ou une Grande Ecole. Les sites de recrutement<\/strong> <\/strong><\/em>proposent de tr\u00e8s nombreuses annonces concurrentes de la votre, il est crucial de se diff\u00e9rencier pour\u00a0obtenir des candidatures int\u00e9ressantes et adapt\u00e9es. Ces sites proposent des candidatures \u00e9galement mais elles ne sont pas toujours fiables par manque de contr\u00f4le et d’actualisation. Certains sites demandent un abonnement pour diffuser votre annonce, ils offrent une CVth\u00e8que<\/strong> \u00e0 la carte, sur une certaine dur\u00e9e. Attention, aussi \u00e0 choisir la bonne classification pour votre annonce. Certains m\u00e9tiers ne rentrent pas dans les cases de P\u00f4le Emploi entre autres. <\/div>\n<\/p><\/div>\n<\/p><\/div>\n
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Ensuite il y a lieu d’effectuer un premier tri des candidatures re\u00e7ues. Souvent on cr\u00e9e trois piles : les candidatures \u00e0 retenir obligatoirement, celles que l’on \u00e9limine d’embl\u00e9e et une cat\u00e9gorie interm\u00e9diaire. Le plus souvent le choix se fait par la comp\u00e9tence professionnelle, or le savoir-\u00eatre sera tout aussi important au moment de l’entretien et dans la vie quotidienne de l’entreprise. Parfois un profil plus atypique peut cr\u00e9er la surprise et n\u00e9cessite une analyse. Soyez assez honn\u00eates et pragmatiques pour \u00e9carter tout pr\u00e9jug\u00e9 racial ou physique. Sachez donner une chance d’entretien \u00e0 une proportion de candidats surprenants ou \u00ab\u00a0d\u00e9cal\u00e9s\u00a0\u00bb.<\/p>\n

Lisez aussi cet article : <\/i>Aide \u00e0 l’embauche pour les tr\u00e8s petites entreprises<\/i><\/a> <\/div>\n<\/p><\/div>\n<\/p><\/div>\n

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L’entretien\u00a0<\/h3>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n
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Aujourd’hui il est habituel d’appeler le candidat afin d’avoir une <\/strong><\/em>entretien t\u00e9l\u00e9phonique<\/strong> <\/strong><\/em>permettant de valider la candidature. Il vous donne l’opportunit\u00e9 de bien v\u00e9rifier si le candidat est toujours int\u00e9ress\u00e9 par votre offre et si, a priori, il peut vous convenir. Vous pouvez fournir un premier profil de poste et une description de votre soci\u00e9t\u00e9 avant de le recevoir en entretien de vis-\u00e0-vis, ainsi il aura la possibilit\u00e9 de pr\u00e9parer quelques questions judicieuses qui vous permettront de mieux le conna\u00eetre. Vous gagnerez un temps fou en permettant aux candidats de ne pas prendre rendez-vous si le poste ne les int\u00e9resse pas. V\u00e9rifiez aussi qu’ils ont vraiment \u00e9tudi\u00e9 votre offre, qu’ils ont fait des recherches pour pr\u00e9parer l’entretien. Ecartez les touristes. <\/div>\n<\/p><\/div>\n<\/p><\/div>\n
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L’entretien permet d’appr\u00e9hender la personnalit\u00e9 du candidat, de compl\u00e9ter son dossier du point de vue administratif et de v\u00e9rifier sa motivation pour le poste. Soyez bienveillant, aidez-le \u00e0 s’exprimer en \u00e9vitant des remarques qui pourraient le d\u00e9stabiliser, ce n’est l’int\u00e9r\u00eat de personne. Il pourrait se replier et vous manqueriez d’\u00e9l\u00e9ments de comparaison. <\/p>\n

Lisez aussi : <\/i>Nouveau franchis\u00e9 : Les entretiens de recrutement de vos salari\u00e9s<\/i><\/a><\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n

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Pr\u00e9parez le c<\/strong><\/em>ontrat de travail<\/strong> <\/strong><\/em>en double exemplaire \u00e0 signer d\u00e8s son arriv\u00e9e dans votre \u00e9tablissement et dites-vous que c’est maintenant que l’aventure commence car l’int\u00e9gration est la phase du recrutement qui peut \u00eatre d\u00e9terminante pour la qualit\u00e9 de vos relations de travail. Est-il comme vous le pensiez ? Mais aussi \u00eates-vous ce que vous lui avez dit ? Donnez-vous toutes les chances de confirmer son choix de vous rejoindre et votre choix de le recruter. <\/div>\n<\/p><\/div>\n<\/p><\/div>\n
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DD & MD <\/div>\n<\/p><\/div>\n<\/p><\/div>\n","protected":false},"excerpt":{"rendered":"

Futur ou r\u00e9cent franchis\u00e9, vous n’avez pas n\u00e9cessairement g\u00e9r\u00e9 tout ou partie des \u00e9tapes d’un recrutement lors de vos exp\u00e9riences pr\u00e9c\u00e9dentes alors voici les conseils de base. N’oubliez pas que le recrutement est une de vos t\u00e2ches les plus personnelles, une de celles o\u00f9 votre solitude sera la plus grande car le franchiseur n’a pas 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