{"id":109,"date":"2018-06-05T14:06:07","date_gmt":"2018-06-05T14:06:07","guid":{"rendered":"http:\/\/hr4free.web-romandie.ch\/?p=109"},"modified":"2022-08-25T19:36:05","modified_gmt":"2022-08-25T19:36:05","slug":"recherche-du-collaborateur-processus-de-recrutement-et-grille-de-selection-des-candidats","status":"publish","type":"post","link":"https:\/\/hr4free.com\/fr\/Recherche-du-collaborateur\/Processus-de-recrutement-et-grille-de-s%C3%A9lection-des-candidats","title":{"rendered":"Le processus de recrutement et la grille de s\u00e9lection – Exemple d’\u00e9valuation des candidats"},"content":{"rendered":"

Le but final d’un processus de s\u00e9lection est de pr\u00e9senter un nombre restreint de candidats satisfaisant aux\u00a0exigences du poste\u00a0vacant aux\u00a0responsables de la ligne\u00a0directement concern\u00e9s par le recrutement, afin de faciliter leur prise de d\u00e9cision. Il s’agira donc de r\u00e9duire, \u00e0 chaque \u00e9tape, le nombre de candidats retenus pour l’\u00e9tape suivante<\/strong>, en recoupant les observations des diff\u00e9rents \u00e9valuateurs et en resserrant peu \u00e0 peu les\u00a0\u00e9carts\u00a0avec le\u00a0profil du poste.<\/p>\n

OUTILS<\/strong><\/h5>\n

Le processus de s\u00e9lection s’appuie principalement sur<\/strong>\u00a0la grille d\u2019\u00e9valuation<\/strong>, qui permet au recruteur d\u2019effectuer un tri entre les candidats lors des diff\u00e9rentes \u00e9tapes d\u2019une s\u00e9lection. De plus, celle-ci fournit une information synth\u00e9tique qui facilite le classement et la hi\u00e9rarchisation des candidatures.<\/p>\n

A la fin du processus de recrutement, elle contribue \u00e0 r\u00e9duire la subjectivit\u00e9 de la prise de d\u00e9cision<\/strong>. C\u2019est donc un outil qui permet de garder une vision globale tout au long du processus de recrutement.<\/p>\n

PRATIQUE<\/strong><\/h5>\n

La grille de s\u00e9lection peut ainsi \u00eatre utilis\u00e9e \u00e0 chaque \u00e9tape du processus de s\u00e9lection:<\/p>\n

1) Identification des crit\u00e8res \u00e0 retenir:<\/b> Il s\u2019agit tout d\u2019abord, en s\u2019appuyant sur l\u2019analyse de la description de fonction (ou \u00ab\u00a0profil de poste\u00a0\u00bb)<\/a><\/strong> de la place \u00e0 re-pourvoir, de d\u00e9terminer les crit\u00e8res qui vont \u00eatre d\u00e9terminants pour la r\u00e9ussite professionnelle \u00e0 ce poste (notion de \u00ab\u00a0crit\u00e8re discriminants\u00a0\u00bb). Ces crit\u00e8res peuvent \u00eatre relatifs aux:<\/p>\n

    \n
  1. comp\u00e9tences professionnelles: formation de base, exp\u00e9rience technique, exp\u00e9rience de conduite, etc.<\/li>\n
  2. comp\u00e9tences personnelles: \u00e9quilibre personnel, r\u00e9sistance \u00e0 l’\u00e9chec, capacit\u00e9s de n\u00e9gociation, etc.<\/li>\n
  3. caract\u00e9ristiques personnelles: domicile dans la r\u00e9gion, pr\u00e9tentions de salaire ad\u00e9quate, etc.<\/li>\n<\/ol>\n

    A noter que les crit\u00e8res de succ\u00e8s peuvent aussi \u00eatre \u00e9labor\u00e9s en lien direct avec la ligne (ce qui se fait de plus en plus).<\/p>\n

    2) \u00c9laboration d’une grille d\u2019\u00e9valuation:<\/b> Apr\u00e8s avoir identifi\u00e9 tous les crit\u00e8res-cl\u00e9s qui vont permettre de comparer les candidats sur analyse de leur dossier, on \u00e9labore une grille pr\u00e9sentant tous ces \u00e9l\u00e9ments objectifs (comp\u00e9tences en termes de nature et de niveau d\u2019exp\u00e9rience). Seuls les dossiers satisfaisant \u00e0 ces crit\u00e8res seront retenus.<\/p>\n

    3) Premi\u00e8re s\u00e9lection (entretien de recrutement)<\/a><\/b>: sur la base du dossier de candidature, un maximum de 10 personnes est retenu pour un entretien de 45 minutes durant lequel le candidat pr\u00e9sente lui-m\u00eame son dossier et r\u00e9pond aux questions du recruteur.\u00a0Cet entretien permet de valider les donn\u00e9es du CV et de se faire une premi\u00e8re impression du candidat,\u00a0notamment quant \u00e0 sa vision de l\u2019avenir et du poste.<\/p>\n

    4) Deuxi\u00e8me s\u00e9lection:<\/b> les 3-4 personnes qui offrent les exp\u00e9riences et motivations les plus pertinentes pour le poste offert son retenues. Les impressions de l\u2019\u00e9tape pr\u00e9c\u00e9dente pourront ensuite \u00eatre valid\u00e9es par des tests comportementaux (entretien)<\/b><\/a>, voire des Assessment Centers (exemple)<\/a><\/b>\u00a0– employ\u00e9s \u00e0 partir d\u2019un certain niveau de responsabilit\u00e9s. Ces diff\u00e9rents tests fourniront des informations sur des aptitudes personnelles telles que la capacit\u00e9 \u00e0 manager ou \u00e0 travailler en \u00e9quipe.<\/p>\n

    Pour les hauts niveaux de responsabilit\u00e9s,\u00a0il peut \u00e9galement \u00eatre int\u00e9ressant,\u00a0de demander au candidat d\u2019\u00e9laborer une strat\u00e9gie pour le poste en question<\/strong>, sous la forme d\u2019une r\u00e9daction.<\/p>\n

    5) S\u00e9lection finale:<\/b> Sur la base de ces diff\u00e9rents \u00e9l\u00e9ments, un plan de formation et de d\u00e9veloppement<\/a> <\/b>\u00e0 mettre en \u0153uvre en cas de s\u00e9lection sera d\u00e9fini pour chaque candidat. L\u2019information recueillie par les recruteurs (internes ou externes) est transmise \u00e0 la hi\u00e9rarchie du futur collaborateur. C\u2019est cette derni\u00e8re qui prendra la d\u00e9cision finale.<\/p>\n

    EXEMPLE<\/b><\/h5>\n

    Voici un exemple de grille de s\u00e9lection globale (exemple)<\/a><\/b> bas\u00e9e sur le profil de poste (exemple)<\/a><\/b> ci-joint.\u00a0Comme vous pouvez le voir, l\u2019\u00e9valuation se fait en termes de pr\u00e9sence ou absence de la comp\u00e9tence. Sauf exception, tout candidat ne satisfaisant pas \u00e0 l’un des crit\u00e8res discriminants est \u00e9limin\u00e9.<\/p>\n

    Il convient ensuite d\u2019\u00e9laborer une grille d\u2019\u00e9valuation individuelle (exemple)<\/a><\/b> des\u00a0 candidats retenus. Cette grille permettra de guider l\u2019entretien et d\u2019effectuer la s\u00e9lection finale du candidat retenu.<\/p>\n

    A noter \u00e9galement que, dans le cas o\u00f9 plusieurs recruteurs sont amen\u00e9s \u00e0 \u00e9valuer les candidats, il est indispensable que le travail d’\u00e9valuation soit \u00e9labor\u00e9 autour d\u2019un consensus<\/strong>. Ce cas tend \u00e0 se g\u00e9n\u00e9raliser notamment avec le transfert d’activit\u00e9s RH \u00e0 la ligne.<\/p>\n

    Voici des mod\u00e8les de grille d’\u00e9valuation globale (mod\u00e8le)<\/a>\u00a0<\/b> et de grille d’\u00e9valuation individuelle (mod\u00e8le)<\/a> <\/b>\u00e0 compl\u00e9ter selon vos besoins.<\/p>\n","protected":false},"excerpt":{"rendered":"

    Le but final d’un processus de s\u00e9lection est de pr\u00e9senter un nombre restreint de candidats satisfaisant aux\u00a0exigences du poste\u00a0vacant aux\u00a0responsables de la ligne\u00a0directement concern\u00e9s par le recrutement, afin de faciliter leur prise de d\u00e9cision. Il s’agira donc de r\u00e9duire, \u00e0 chaque \u00e9tape, le nombre de candidats retenus pour l’\u00e9tape suivante, en recoupant les observations des […]<\/p>\n","protected":false},"author":3,"featured_media":202,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[95,131,129,124],"class_list":["post-109","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recrutement-du-collaborateur","tag-developpement-des-competences","tag-gestion-des-competences","tag-gestion-des-talents","tag-ressources-humaines"],"yoast_head":"\nLe processus de recrutement et la grille de s\u00e9lection - Exemple d'\u00e9valuation des candidats - HR4Free<\/title>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Le processus de recrutement et la grille de s\u00e9lection - Exemple d'\u00e9valuation des candidats - HR4Free\" \/>\n<meta property=\"og:description\" content=\"Le but final d’un processus de s\u00e9lection est de pr\u00e9senter un nombre restreint de candidats satisfaisant aux\u00a0exigences du poste\u00a0vacant aux\u00a0responsables de la ligne\u00a0directement concern\u00e9s par le recrutement, afin de faciliter leur prise de d\u00e9cision. Il s’agira donc de r\u00e9duire, \u00e0 chaque \u00e9tape, le nombre de candidats retenus pour l’\u00e9tape suivante, en recoupant les observations des […]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/hr4free.com\/fr\/Recherche-du-collaborateur\/Processus-de-recrutement-et-grille-de-s\u00e9lection-des-candidats\/\" \/>\n<meta property=\"og:site_name\" content=\"HR4Free\" \/>\n<meta property=\"article:published_time\" content=\"2018-06-05T14:06:07+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-08-25T19:36:05+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/hr4free.com\/wp-content\/uploads\/2018\/06\/bigstock-Close-up-of-working-process-at-34493090_2.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"664\" \/>\n\t<meta property=\"og:image:height\" content=\"335\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"admin\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"\u00c9crit par\" \/>\n\t<meta name=\"twitter:data1\" content=\"admin\" \/>\n\t<meta name=\"twitter:label2\" content=\"Dur\u00e9e de lecture estim\u00e9e\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/hr4free.com\\\/fr\\\/Recherche-du-collaborateur\\\/Processus-de-recrutement-et-grille-de-s%C3%A9lection-des-candidats\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/hr4free.com\\\/fr\\\/Recherche-du-collaborateur\\\/Processus-de-recrutement-et-grille-de-s%C3%A9lection-des-candidats\\\/\"},\"author\":{\"name\":\"admin\",\"@id\":\"https:\\\/\\\/hr4free.com\\\/fr\\\/#\\\/schema\\\/person\\\/63b4676b4887d228dbc78b611adacc2e\"},\"headline\":\"Le processus de recrutement et la grille de s\u00e9lection – Exemple d’\u00e9valuation des candidats\",\"datePublished\":\"2018-06-05T14:06:07+00:00\",\"dateModified\":\"2022-08-25T19:36:05+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/hr4free.com\\\/fr\\\/Recherche-du-collaborateur\\\/Processus-de-recrutement-et-grille-de-s%C3%A9lection-des-candidats\\\/\"},\"wordCount\":798,\"commentCount\":0,\"image\":{\"@id\":\"https:\\\/\\\/hr4free.com\\\/fr\\\/Recherche-du-collaborateur\\\/Processus-de-recrutement-et-grille-de-s%C3%A9lection-des-candidats\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/hr4free.com\\\/wp-content\\\/uploads\\\/2018\\\/06\\\/bigstock-Close-up-of-working-process-at-34493090_2.jpg\",\"keywords\":[\"d\u00e9veloppement des comp\u00e9tences\",\"gestion des comp\u00e9tences\",\"gestion des talents\",\"ressources humaines\"],\"articleSection\":[\"1. 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