{"id":111,"date":"2018-06-05T14:06:22","date_gmt":"2018-06-05T14:06:22","guid":{"rendered":"http:\/\/hr4free.web-romandie.ch\/?p=111"},"modified":"2022-08-25T19:36:54","modified_gmt":"2022-08-25T19:36:54","slug":"recherche-du-collaborateur-analyse-des-dossiers-de-candidature","status":"publish","type":"post","link":"https:\/\/hr4free.com\/fr\/Recherche-du-collaborateur\/Analyse-des-dossiers-de-candidature","title":{"rendered":"L&rsquo;analyse des dossiers de candidature &#8211; CV \/ Certificats de travail \/ Lettre de motivation \/ Dipl\u00f4mes"},"content":{"rendered":"<p>Le but de l\u2019analyse des dossiers de candidature est d\u2019op\u00e9rer un tri pr\u00e9alable<span style=\"font-size: 16px; line-height: 1.538em;\">\u00a0pour rep\u00e9rer les candidats qui seront convi\u00e9s \u00e0 un <b style=\"font-size: 16px; line-height: 1.538em;\"><a href=\"http:\/\/www.hr4free.com\/fr\/Recherche-du-collaborateur\/Entretien-de-recrutement-et-%C3%A9valuation-du-candidat\" target=\"_blank\" rel=\"noopener noreferrer\">premier entretien d&rsquo;\u00e9valuation (guide de conduite)<\/a><\/b><span style=\"font-size: 16px; line-height: 1.538em;\">. Il est utile de relever que\u00a0<span style=\"font-size: 16px; line-height: 1.538em;\"><span style=\"line-height: 1.538em;\">chaque entreprise poss\u00e8de son propre syst\u00e8me de valeurs, ainsi que des politiques sp\u00e9cifiques qui guident la fa\u00e7on d&rsquo;interpr\u00e9ter les documents de candidature.<\/span><\/span><\/span><\/span><\/p>\n<p><span style=\"font-size: 16px; line-height: 1.538em;\"><span style=\"font-size: 16px; line-height: 1.538em;\"><span style=\"font-size: 16px; line-height: 1.538em;\"><span style=\"line-height: 1.538em;\">Ceux-ci consistent en une liste de crit\u00e8res de s\u00e9lection essentiels li\u00e9s au poste (\u00ab\u00a0crit\u00e8res discriminants\u00a0\u00bb). <strong><span style=\"line-height: 1.538em;\">Si l\u2019un de ces crit\u00e8res est absent, le candidat ne peut \u00eatre retenu, quelle que soit la qualit\u00e9 de son parcours.<\/span><\/strong><\/span><\/span><\/span><\/span><\/p>\n<h5 style=\"text-align: center;\"><b>OUTILS<\/b><\/h5>\n<p>L\u2019analyse de candidature se base sur les \u00e9l\u00e9ments suivants:<\/p>\n<ul>\n<li><b>CV<\/b><\/li>\n<li><b>Lettre de motivation<\/b><\/li>\n<li><b>Dipl\u00f4mes<\/b> et autres <b>attestations de formation<\/b><\/li>\n<li><b><a href=\"https:\/\/hr4free.com\/fr\/Sortie-du-collaborateur\/Certificat-de-travail-et-grille-%C3%A9valuation-Exemple\" target=\"_blank\" rel=\"noopener noreferrer\">Certificats de travail<\/a><\/b><\/li>\n<li><b>R\u00e9f\u00e9rences<\/b> (si disponibles)<\/li>\n<li><b><a href=\"http:\/\/www.hr4free.com\/fr\/Recherche-du-collaborateur\/Processus-de-recrutement-et-grille-de-s%C3%A9lection-des-candidats\" target=\"_blank\" rel=\"noopener noreferrer\">Grille de s\u00e9lection des candidats<\/a> <\/b>(crit\u00e8res de s\u00e9lection)<\/li>\n<\/ul>\n<h5 style=\"text-align: center;\"><b>PRATIQUE<\/b><\/h5>\n<ol style=\"text-align: justify;\">\n<li><strong>Une lecture pr\u00e9alable du curriculum vitae (CV)<\/strong>\u00a0permet une premi\u00e8re pr\u00e9s\u00e9lection des candidats qui \u00e9vite des entretiens inutiles quand les qualifications d&rsquo;un candidat ne correspondent manifestement pas aux crit\u00e8res de base exig\u00e9s pour le poste. La \u00ab\u00a0dur\u00e9e de vie\u00a0\u00bb du candidat dans les diff\u00e9rentes fonctions qu\u2019il a occup\u00e9es donne \u00e9galement une information int\u00e9ressante. Des changements de poste tr\u00e8s fr\u00e9quents peuvent ainsi donner l\u2019impression d\u2019une certaine instabilit\u00e9 professionnelle.<\/li>\n<li><strong>La lecture de la lettre de motivation<\/strong>\u00a0permet de se faire une id\u00e9e, au-del\u00e0 des seules comp\u00e9tences techniques, des int\u00e9r\u00eats et motivations du candidat \u00e0 l\u2019\u00e9gard du poste et\/ou de l\u2019organisation. La qualit\u00e9 visuelle, r\u00e9dactionnelle (syntaxe, orthographe, etc.) et la structure du dossier de candidature donnent \u00e9galement une information sur les comp\u00e9tences du candidat.<\/li>\n<li><b><a href=\"https:\/\/hr4free.com\/fr\/Sortie-du-collaborateur\/Certificat-de-travail-et-grille-%C3%A9valuation-Exemple\" target=\"_blank\" rel=\"noopener noreferrer\">Le certificat de travail (guide de r\u00e9daction)<\/a><\/b> offre \u00e0 celui qui l&rsquo;\u00e9tudie la particularit\u00e9 d&rsquo;\u00eatre sous-tendu par un langage sp\u00e9cifique et un <b><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_analyse_candidatures_certificat.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">ensemble de r\u00e8gles tacites (exemple)<\/a><\/b>.<b> <\/b>Attention: il est \u00e0 noter le certificat peut \u00eatre mal r\u00e9dig\u00e9 en raison d&rsquo;un d\u00e9ficit de comp\u00e9tences r\u00e9dactionnelles, ind\u00e9pendamment des qualit\u00e9s r\u00e9elles du candidat!<\/li>\n<li><strong>Les r\u00e9f\u00e9rence\u00a0mentionn\u00e9es dans le CV <\/strong>pourront \u00eatre utilis\u00e9es \u00e0 la fin du parcours de s\u00e9lection, pour faire la diff\u00e9rence entre deux candidats pr\u00e9sentant un profil \u00e9quivalent. Elles peuvent ainsi \u00eatre utiles pour le recruteur \u00e0 plus d&rsquo;un titre:<\/li>\n<\/ol>\n<ul style=\"margin-left: 40px;\">\n<li style=\"text-align: justify;\">V\u00e9rifier les informations obtenues par l&rsquo;interm\u00e9diaire du candidat<\/li>\n<li style=\"text-align: justify;\">Obtenir des renseignements compl\u00e9mentaires sur le candidat<\/li>\n<li style=\"text-align: justify;\">Obtenir des renseignements sur des \u00e9l\u00e9ments touchant \u00e0 la vie en groupe, au quotidien de la personne (rapports \u00e0 la hi\u00e9rarchie\u2026) dans son ancien cadre de travail.<\/li>\n<\/ul>\n<h5 style=\"text-align: center;\"><b>EXEMPLES<\/b><\/h5>\n<p>Voici trois exemples de \u00ab\u00a0crit\u00e8res discriminants\u00a0\u00bb:<\/p>\n<ol>\n<li style=\"text-align: justify;\">Une personne qui est situ\u00e9e \u00e0 Gen\u00e8ve et qui doit traiter des dossiers avec l\u2019administration f\u00e9d\u00e9rale \u00e0 Berne, doit imp\u00e9rativement parler l&rsquo;allemand.<\/li>\n<li style=\"text-align: justify;\">Un poste peut exiger un certain nombre d\u2019ann\u00e9es d\u2019exp\u00e9rience dans un domaine pr\u00e9cis.<\/li>\n<li style=\"text-align: justify;\">Selon la nationalit\u00e9 du candidat, il peut \u00eatre difficile \u2013 voire impossible \u2013 d\u2019obtenir un permis de travail pour lui.<\/li>\n<\/ol>\n<p>Ces crit\u00e8res discriminants peuvent \u00eatre regroup\u00e9s dans une <b><a href=\"http:\/\/www.hr4free.com\/fr\/Recherche-du-collaborateur\/Processus-de-recrutement-et-grille-de-s%C3%A9lection-des-candidats\" target=\"_blank\" rel=\"noopener noreferrer\">grille de s\u00e9lection des candidats (exemple)<\/a><\/b>, qui fournit une information synth\u00e9tique et facilite le classement et la hi\u00e9rarchisation des candidatures.<\/p>\n<h5 style=\"text-align: center;\"><b>DROIT DU TRAVAIL SUISSE<\/b><\/h5>\n<p style=\"text-align: justify;\">La Loi sur la Protection des Donn\u00e9es (LPD) stipule que <strong>le recruteur ne peut se servir des r\u00e9f\u00e9rences qu\u2019avec l\u2019accord explicite du candidat<\/strong>. Il se peut \u00e9galement que le candidat autorise un recruteur \u00e0 consulter certaines r\u00e9f\u00e9rences, mais pas d&rsquo;autres.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Le but de l\u2019analyse des dossiers de candidature est d\u2019op\u00e9rer un tri pr\u00e9alable\u00a0pour rep\u00e9rer les candidats qui seront convi\u00e9s \u00e0 un premier entretien d&rsquo;\u00e9valuation (guide de conduite). Il est utile de relever que\u00a0chaque entreprise poss\u00e8de son propre syst\u00e8me de valeurs, ainsi que des politiques sp\u00e9cifiques qui guident la fa\u00e7on d&rsquo;interpr\u00e9ter les documents de candidature. Ceux-ci [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":403,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[130,124],"class_list":["post-111","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recrutement-du-collaborateur","tag-gestion-administrative","tag-ressources-humaines"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>L&#039;analyse des dossiers de candidature - CV \/ Certificats de travail \/ Lettre de motivation \/ Dipl\u00f4mes - 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=\"L&#039;analyse des dossiers de candidature - CV \/ Certificats de travail \/ Lettre de motivation \/ Dipl\u00f4mes - HR4Free\" \/>\n<meta property=\"og:description\" content=\"Le but de l\u2019analyse des dossiers de candidature est d\u2019op\u00e9rer un tri pr\u00e9alable\u00a0pour rep\u00e9rer les candidats qui seront convi\u00e9s \u00e0 un premier entretien d&rsquo;\u00e9valuation (guide de conduite). Il est utile de relever que\u00a0chaque entreprise poss\u00e8de son propre syst\u00e8me de valeurs, ainsi que des politiques sp\u00e9cifiques qui guident la fa\u00e7on d&rsquo;interpr\u00e9ter les documents de candidature. 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