On recruitment. “Why are you recruiting? “There, we probe the needs of the company:we will not position ourselves in the same way if it is a replacement (the position has well-defined contours) or if it is a job creation. We can then check the course of the former holder on the Web:instructive.
Attention, precise, the questions! Not like “What will be my mission? “And only if there is a point that the recruiter has not addressed and that we are in the dark. We talk about our exact responsibilities, who will be our N+1, how many people we will work with... On the other hand, not the salary:it will come... but from him!
Above all, no basic questions (we must have po-packed before on the Web). On the strategy, on the other hand, here we go. Applying to a cosmetics company? “What is your positioning in relation to organic I saw that you are releasing a new eco-friendly range? But he must feel that we are really interested:it is better to skip a question than to pretend.
We don't dare, but it's super important:"What do you think of my candidacy? How many people do you see? How do you position me in relation to them? “Capital to know what to stick to and move forward, and we take no risk. The must ? Ask, if necessary, why you were not selected.
"What's next in the process? Who will I meet next? When can I contact you again? This is essential to avoid biting your nails while waiting for a call and not to do your thing by relaunching, 48 hours later, feverishly, while recruitment is spread over 15 days...
THANKS TO HYMANE BEN AOUN, TALENT HUNTER AT ARAVATI.
