Achieving effective recruitment
Before the rise of digital, the promise of value of recruiting professionals rested solely on their ability to find candidates.
Aware of these limits and eager to change things, Olivier Gilson became a director of the professional union Syntec Conseil Recrutement and founded the company Jefferson in 2011.
He therefore imposes his own vision of recruitment, shaped by years of experience in the sector.
According to him, a good recruitment first requires a constructed reflection, carried out jointly with the company.
This allows the customer to have clear ideas about their needs and to align all the stakeholders around a common project.
In this logic, the motivation and the personality of the candidates are valued even before taking into account their experience and their know-how.
Performance in the Plural
Jefferson International
Commitment and recruitment: performance in the plural
Jefferson therefore proposes a new way of thinking about recruitment which also makes it possible to sweep away certain received ideas concerning.
To rebuild the relationship between the candidate and the company, the key therefore lies in motivation.
This fuels commitment, which itself fuels efficiency and performance.
However, the concept of motivation being specific to the personality of each one, it is important to understand what the company proposes in terms of projects and perspectives to align this reality with the motivation of the candidates.
To do this, Jefferson now offers two types of services.
The first is done upstream and does not necessarily result in recruitment.
This involves supporting the company to help it specify its needs, to mobilize and bring together all the stakeholders.
For this, the company has developed and registered the MED program (Mobilize and Engage over Time), built on the basis of a successful process, which makes it possible to question all the people concerned by a need and to mobilize collective intelligence.
The second service consists of recruiting candidates or experts with the added value of being able to bring together all the departments involved in recruitment and to mobilize future motivated talent.
People as a pillar of recruitment
Succeeding together based on sustainable performance indicators is Jefferson's ambition, whose strategy is based on four stages: the diagnostic phase, support for managers and executives, support for teams and recruitment advice at high added value.
The company, which currently has five employees, wants to continue its development in 2023. In particular, it will create a Jefferson Club which will bring together all the contacts interested in recruitment and support, whether they are start-ups or large companies.
The idea is to defend good practices, deploy common convictions and values: importance of the collective, long-term vision and ability to embrace complexity.
