Recruiting an employee: a not so trivial issue
In common thought, recruiting an employee is a quick step that only involves the desire for collaboration between two stakeholders. While this idea is certainly the foundation of a professional relationship, the reality remains more complex than that. Indeed, integrating a new employee also means co-building in the medium and long term. If the manager expects the talent to be proactive in his work, the latter must understand and feel in phase with the internal functioning, the codes and the values of the company.
And this synergy between the two parties is being built, and must above all be studied upstream of the signing of the employment contract.
Cultivating your employer brand is essential in this sense.
Today, too many structures ignore the definition of this employer brand.
This results in a natural disenchantment among new employees 4 months after onboarding.
The poor match between supply and demand, but also a lack of transparency on everyone's expectations can be the cause.
Calling on a specialized firm to help and improve this process is the pledge of an optimal and successful employee and candidate career.
HUJEMAX: supporting companies in the onboarding of talents HUJEMAX
HUJEMAX or human development in the line of sight
The HUJEMAX consulting firm was founded by Clothilde Baquet with this in mind, that of avoiding disenchantment after a few weeks, a few months following the onboarding of a candidate. The energy and time invested in recruiting becomes totally wasted. Specialized in executive search, middle and top management, HUJEMAX relies on excellence and authenticity to support and assist companies in their recruitment processes. More than a lambda headhunter, the firm aspires to correlate the candidate path with that of the employee. Creating a positive and lasting energy, adapting to the specific needs of structures and finding the talent most in line with its vision, HUJEMAX is working in this direction.
For HUJEMAX, everything is decided during the first months.
The onboarding phase is therefore essential to achieve a virtuous relationship between the two stakeholders.
The firm works with strategy consulting firms, investment funds, investment banks, luxury holding companies and e-commerce.
Middle managers, a link between teams and management, can feel torn between contradictory requests and speeches.
HUJEMAX imagines a way to support them, to build meaningful personal branding.
Coaching in three areas to find and capitalize on the right talent
The recruitment service offered by HUJEMAX includes coaching, which is fundamental to maximize the chances of a match between the candidate and the company.
This induction coaching phase was designed in three complementary axes during the first six months:
Understand your new environment,
Lay the foundations for success,
Building the future.
The objective of coaching is to best adjust the integration and management of talent according to their personality. The coach's intervention is illustrated by individual sessions with the talent, (during which she uses a method of studying the personality), framed by complementary three-way meetings, i.e. the coach, the coachee and the N +1 during which the coach acts as a facilitator of dialogue. .. HUJEMAX assumes that an employee will always be more productive if he or she is fulfilled in the company. This place devoted to support is not incidental, but essential to invest in the right talent and co-build with him a professional relationship that will extend over time.
As the criteria for choosing companies are constantly evolving, it is crucial to establish a link between the expectations, aspirations and requirements of managers and the ambitions and personalities specific to talents.
HUJEMAX defends this idea with tailor-made, constructive and benevolent support so that the manager pushes the development of his talent with a view to a lasting and virtuous collaboration.
