{"id":3838,"date":"2022-10-01T10:54:25","date_gmt":"2022-10-01T10:54:25","guid":{"rendered":"https:\/\/www.arca24.com\/jobarch\/fr\/?p=3838"},"modified":"2024-02-13T10:55:35","modified_gmt":"2024-02-13T10:55:35","slug":"outil-gestion-recrutement","status":"publish","type":"post","link":"https:\/\/www.arca24.com\/jobarch\/fr\/blog\/outil-gestion-recrutement\/","title":{"rendered":"Acquisition de talents, recrutement et employer branding : diff\u00e9rences et applications"},"content":{"rendered":"<div class=\"fusion-fullwidth fullwidth-box fusion-builder-row-1 fusion-flex-container nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\" style=\"--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-padding-bottom:0px;--awb-padding-top-medium:20px;--awb-padding-right-medium:30px;--awb-padding-left-medium:30px;--awb-padding-right-small:10px;--awb-padding-left-small:10px;--awb-flex-wrap:wrap;\" ><div class=\"fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap\" style=\"max-width:1320.8px;margin-left: calc(-4% \/ 2 );margin-right: calc(-4% \/ 2 );\"><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-0 fusion_builder_column_1_6 1_6 fusion-flex-column fusion-no-small-visibility\" style=\"--awb-bg-size:cover;--awb-width-large:16.666666666667%;--awb-margin-top-large:5px;--awb-spacing-right-large:11.52%;--awb-margin-bottom-large:0px;--awb-spacing-left-large:11.52%;--awb-width-medium:100%;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column\"><\/div><\/div><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-1 fusion_builder_column_2_3 2_3 fusion-flex-column\" style=\"--awb-bg-size:cover;--awb-width-large:66.666666666667%;--awb-margin-top-large:25px;--awb-spacing-right-large:2.88%;--awb-margin-bottom-large:20px;--awb-spacing-left-large:2.88%;--awb-width-medium:100%;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column\"><div class=\"fusion-text fusion-text-1\"><p>L\u2019acquisition de talents, le recrutement et l\u2019image de marque de l\u2019employeur sont des termes souvent associ\u00e9s et parfois utilis\u00e9s comme synonymes ; cependant, il s\u2019agit de disciplines tr\u00e8s distinctes, tant pour les objectifs qu\u2019elles poursuivent que pour les outils qu\u2019elles utilisent.<\/p>\n<p>Dans cet article, nous ne voulons pas nous limiter \u00e0 donner des d\u00e9finitions didactiques, nous souhaitons entrer dans le d\u00e9tail de chaque terme, en donnant des exemples concrets.<\/p>\n<\/div><div class=\"fusion-title title fusion-title-1 fusion-sep-none fusion-title-text fusion-title-size-two\"><h2 class=\"fusion-title-heading title-heading-left fusion-responsive-typography-calculated\" style=\"margin:0;--fontSize:44;line-height:1.26;\">Acquisition de talents : de quoi s\u2019agit-il et pourquoi est-ce si important ?<\/h2><\/div><div class=\"fusion-text fusion-text-2\"><p>Lorsque nous parlons d\u2019Acquisition de Talents, nous faisons r\u00e9f\u00e9rence \u00e0 une strat\u00e9gie globale \u00e0 long terme, visant \u00e0 attirer des comp\u00e9tences et des talents, dans le but d\u2019avoir des talents de qualit\u00e9 dans son propre vivier.<br \/>\nLa question \u00e0 nous poser est la suivante : Avons-nous vraiment ce genre de talents dans notre vivier ? Une r\u00e9ponse positive impliquera probablement la planification d\u2019une strat\u00e9gie en amont du processus de recrutement ; sinon, nous serions confront\u00e9s \u00e0 des activit\u00e9s de recrutement ponctuelles et non mesur\u00e9es, men\u00e9es en l\u2019absence de moteurs strat\u00e9giques d\u00e9finis.<\/p>\n<p>L\u2019Acquisition de Talents fait partie d\u2019un processus plus ample de Transformation Num\u00e9rique dans le secteur des ressources humaines.<br \/>\nCes deux sph\u00e8res doivent, par n\u00e9cessit\u00e9, \u00eatre en symbiose l\u2019une avec l\u2019autre et maintenir un flux constant de communication ; la connexion et l\u2019int\u00e9gration de toute la cha\u00eene sont fondamentales dans un processus de Transformation Num\u00e9rique (les sous-strat\u00e9gies individuelles ne peuvent pas exister par eux-m\u00eames).<br \/>\nUn exemple concret ? Pensez \u00e0 une strat\u00e9gie d\u2019Acquisition de Talents qui inclut l\u2019utilisation d\u2019un syst\u00e8me de gestion de candidatures incapable de communiquer avec celui de la gestion du capital humain de l\u2019entreprise. Cela impliquerait une \u00e9norme dispersion des informations et, par cons\u00e9quent, une non-optimisation des processus.<\/p>\n<\/div><div class=\"fusion-title title fusion-title-2 fusion-sep-none fusion-title-text fusion-title-size-two\"><h2 class=\"fusion-title-heading title-heading-left fusion-responsive-typography-calculated\" style=\"margin:0;--fontSize:44;line-height:1.26;\">Recrutement : entre d\u00e9finition et exemples concrets<\/h2><\/div><div class=\"fusion-text fusion-text-3\"><p>Le recrutement est une action presque imm\u00e9diate : j\u2019ai besoin d\u2019un ou plusieurs professionnels, j\u2019ouvre une recherche, je s\u00e9lectionne les profils en ligne et je termine le processus.<br \/>\nD\u2019un point de vue th\u00e9orique, la diff\u00e9rence substantielle entre le Recrutement et l\u2019Acquisition de Talents est que le premier est mis en \u0153uvre dans un temps d\u00e9fini et des activit\u00e9s \u00e0 court terme sont planifi\u00e9es, le second se r\u00e9f\u00e8re \u00e0 un processus continu qui s\u2019articule sur le long terme.<br \/>\nL\u00e0 encore, les deux entit\u00e9s ne peuvent \u00eatre consid\u00e9r\u00e9es s\u00e9par\u00e9ment. Le risque est de s\u2019engager dans des activit\u00e9s de recrutement ponctuelles, sans lien entre elles, en r\u00e9ponse \u00e0 un besoin imm\u00e9diat, qui, m\u00eame si elles sont bien structur\u00e9es, ne donnent pas de continuit\u00e9 ou de valeur ajout\u00e9e \u00e0 ma strat\u00e9gie globale d\u2019Acquisition de Talents.<\/p>\n<p>L\u2019exemple le plus commun ? Le Career Day, la journ\u00e9e carri\u00e8re. Supposons que nous organisions une journ\u00e9e d\u2019orientation pour l\u2019ouverture d\u2019un magasin, ce qui signifie recruter pour un besoin \u00e9ventuel, et que nous recueillions manuellement les CV en papier des participants. Un modus operandi consolid\u00e9 et apparemment fonctionnel, mais sans envisager la possibilit\u00e9 que, dans le futur, je pourrais avoir besoin d\u2019autres profils apr\u00e8s l\u2019ouverture de mon point de vente.<br \/>\nDans le meilleur des cas, je devrais examiner les CV d\u00e8s le d\u00e9but, en comptant sur une bonne m\u00e9moire du recruteur et sur une excellente organisation des dossiers, ce qui repr\u00e9sente une perte consid\u00e9rable de temps et de ressources ; sinon, je devrais recommencer l\u2019activit\u00e9 de recherche \u00e0 z\u00e9ro.<\/p>\n<\/div><div class=\"fusion-title title fusion-title-3 fusion-sep-none fusion-title-text fusion-title-size-two\"><h2 class=\"fusion-title-heading title-heading-left fusion-responsive-typography-calculated\" style=\"margin:0;--fontSize:44;line-height:1.26;\">Employer branding : \u201cTout ce qui brille n\u2019est pas d\u2019or\u201d<\/h2><\/div><div class=\"fusion-text fusion-text-4\"><p>L\u2019Employer Branding comprend des activit\u00e9s \u00e0 court terme et des strat\u00e9gies \u00e0 long terme. Il s\u2019agit de la capacit\u00e9 \u00e0 rendre sa propre r\u00e9alit\u00e9 attrayante afin de pousser les gens \u00e0 en faire partie.<br \/>\nSi nous planifions nos actions de mani\u00e8re strat\u00e9gique, en consid\u00e9rant tous les facteurs impliqu\u00e9s et en nous fixant des objectifs pr\u00e9cis, nous faisons de l\u2019Employer Branding ; au contraire, les combiner simplement avec une activit\u00e9 de recrutement contextuelle risque de r\u00e9duire l\u2019efficacit\u00e9 de tout le processus.<\/p>\n<p>Voyons \u00e0 nouveau un exemple concret : nous faisons un abus des plateformes de recrutement vid\u00e9o ; celles sont fonctionnelles au recrutement pour un poste et contribuent sans aucun doute \u00e0 cr\u00e9er une marque employeur positive. Toutefois, si ces activit\u00e9s ne sont pas incluses dans un outil capable de g\u00e9rer l\u2019ensemble des processus (comme une base de donn\u00e9es de CV), elles risquent d\u2019\u00eatre non structur\u00e9es et r\u00e9p\u00e9titives (au sens n\u00e9gatif du terme).<\/p>\n<p>Le m\u00eame probl\u00e8me pourrait se poser dans le cas d\u2019une activit\u00e9 de Multipostage. En fait, le Multipostage a \u00e9galement une double utilit\u00e9 : d\u2019un c\u00f4t\u00e9, il est fonctionnel pour le processus de recrutement et, de l\u2019autre, il est tr\u00e8s utile en tant qu\u2019image de marque employeur. Cependant, si l\u2019activit\u00e9 de multipostage ne peut pas compter sur l\u2019efficacit\u00e9 d\u2019un logiciel RH, le risque est que les candidatures re\u00e7ues restent \u00e9parpill\u00e9es dans les diff\u00e9rents portails de l\u2019emploi et doivent \u00eatre collect\u00e9es et trait\u00e9es individuellement par le recruteur. Une activit\u00e9 qui n\u2019est donc pas optimis\u00e9e et qui n\u2019est pas envisag\u00e9e dans une planification strat\u00e9gique.<\/p>\n<p>En conclusion, l\u2019absence de strat\u00e9gie dans les activit\u00e9s ne fait pas de celles-ci une fin en soi, mais cela implique une augmentation du travail et des ressources n\u00e9cessaires pour qu\u2019elles prennent de la valeur.<br \/>\nAu contraire, la cons\u00e9quence directe d\u2019une bonne strat\u00e9gie est la croissance des actifs de l\u2019organisation.<\/p>\n<\/div><div class=\"fusion-separator fusion-full-width-sep\" style=\"align-self: center;margin-left: auto;margin-right: auto;margin-top:8%;width:100%;\"><div class=\"fusion-separator-border sep-single sep-solid\" style=\"--awb-height:20px;--awb-amount:20px;border-color:var(--awb-color3);border-top-width:1px;\"><\/div><\/div><\/div><\/div><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-2 fusion_builder_column_1_6 1_6 fusion-flex-column fusion-no-small-visibility\" style=\"--awb-bg-size:cover;--awb-width-large:16.666666666667%;--awb-margin-top-large:5px;--awb-spacing-right-large:11.52%;--awb-margin-bottom-large:0px;--awb-spacing-left-large:11.52%;--awb-width-medium:100%;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column\"><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":3504,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[128],"tags":[],"class_list":["post-3838","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-talent-acquisition-fr"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>D\u00e9finition du recrutement et de l&#039;acquisition de talents | ATS logiciel | JobArch<\/title>\n<meta name=\"description\" content=\"D\u00e9finition de l&#039;acquisition de talents, du recrutement num\u00e9rique et employer branding et comment les d\u00e9finir. 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