The importance of intuition in the recruitment process
19/04/2019 by Hicham HMICHE
19/04/2019 by Hicham HMICHE
It is undeniable that recruiting a new employee has a strategic dimension. The slightest mistake in this area can therefore lead to real losses. Because employing someone is not without costs. At the cost of recruiting at In addition, there are the costs of integrating new employees and training them. If a company gets the wrong candidate, it can cost them between €40,000 and €50,000! Figures from a survey conducted by Harris Interactive. The problem is posed. You have to be able to identify the right talents. To find the perfect candidate where he or she is, in the middle of less qualified profiles. It's a challenge difficult for HRDs to take on. All the more so because once talent is acquired, it must be retained. In January 2015, the Ministry of Labour published an astonishing figure. 36.1%: it is the rate of employees who stay less than a year in the private sector after a recruitment on permanent contracts ! Traditional recruitment methods clearly show their limits. So, how can remedy it?
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Every company has its own parade to make sure it chooses the right candidate. Multiply the number of interviews with eliminatory phases, set up analysis tools for skills and personality, allow oneself a little playful spirit thanks to serious games... All means are good to find the ideal collaborator. And above all to limit the negative impact of poor recruitment. Instead of modifying the stages of his recruitment process, the company can also mobilise new tools. Increasingly efficient, they are entirely dedicated to the recruiter's needs. For example, there are chat solutions, the numerous media social media, smartphone applications, MOOCs, business games and even blogs and viral marketing. So many initiatives designed to find the right candidate. In this way, new technologies serve the general interest.
Obviously, maintenance must remain at the centre of the strategy. The distance interview is appropriate for assessing the personality of a candidate. Thanks to the video, the recruiter can concentrate on the information conveyed. by the image. These instruments, which combine a concern for performance and innovation, give rise to a key concept that deserves to be explored in greater depth. Intuition !
But what's the use of intuition in something as serious as recruitment? Let's go back to the sources. Etymologically, the word "intuition" derives from the Latin "intuito" which translates as an "inner gaze. In the case of of a job, it offers an advantage to those who know how to use it. Not only does it allow you to focus on the essentials by getting rid of unnecessary details, it also allows you to make the right decisions. Isn't the aim of recruitment to remain efficient? Steve Jobs himself recognised the power of intuition. As a human quality, intuition should not be confused with emotions or interpretation. The latter have a rather negative effect as part of a recruitment process. They are parasitic and go against what intuition has to say. In order to be able to judge a possible collaboration, one must be able to follow one's intuition in the sense that you have to trust unconscious thoughts that emerge spontaneously.
However, let's not forget the intellect. Intuition and intellect must work together. When recruitment involves several phases and many candidates, Intuition alone is insufficient to make a choice. Knowledge must therefore welcome its new ally, intuition, to optimise decisions. The masters of intuition will soon stand out at the within human resources. Recruitment tools certainly offer interesting new possibilities. But they can do nothing without the support of intuition, man's first and most precious tool. All lies in a good complementarity. In fact, intuition has always had a special place in companies. The difference today is that it is time to publicly admit its role and stop belittling it. Everyone is already aware of the many powers it provides!