We are already familiar with classic recruitment methods (CV, evaluation testsBut with the development of the web, social networks and changing modes of communication, these could quickly become obsolete.

Jérôme Ternynck, CEO of the American company Smartrecruiters, publisher of recruitment assistance software, reveals the new trends that are developing in the field of recruitment in the United States, and which will undoubtedly be used in France tomorrow...

The job interviewwhich nowadays takes place most often face-to-face, will increasingly be done via real-time video, enabling a immediate recruitment. This technology eliminates travel costs and reduces the time spent by the manager in searching for candidates.
"As much as I wouldn't recruit someone just by phone, the conversation on video is very similar to that of a face-to-face interview," explains Jérôme Ternynck.
Some websites have even specialised in recruitment videolike ImageInPeople, or Sonru.

Social media are also playing an increasing role in recruitment. They allow toassess and test candidates in a more playful way.

It is now possible to create job sites on social networks, thanks to applications. One of them, Work4Labs, was created on Facebook.

Some companies have also specialised in the big datawhich is characterised by giant databases, based on the indexing and consolidation of our digital footprint (made up of the tastes and interests of Internet users, which they scatter over the Internet according to the services they use).

With these many changes, the CV may well have to disappear in the coming years, in favour of more interactive and accessible tools.


" Info-Plus " The different methods of recruitment support

As stated in thearticle L.1221-8 from Code from travail before implementing an assessment method or technique, the employee must be informed in advance.

In addition, the results obtained must be confidential and relevant to the intended purpose.

These techniques and methods allow the employer to put the candidate in a real-life situation, in order to ensure that he or she corresponds to the desired profile and, above all, that he or she has the required skills.

For example, it may involve role-plays, personality tests, the production of a written document...

Attention : certaines techniques, comme les tests astrologiques ou graphologiques ne sont pas reconnues pertinentes et fiables par les responsables des ressources humaines, en dehors de toute autre technique d'évaluation des compétences from candidat.