{"id":522,"date":"2019-02-08T19:49:39","date_gmt":"2019-02-08T19:49:39","guid":{"rendered":"http:\/\/hr4free.web-romandie.ch\/?p=522"},"modified":"2022-08-25T19:25:41","modified_gmt":"2022-08-25T19:25:41","slug":"recherche-du-collaborateur-entretien-de-recrutement-et-evaluation-du-candidat","status":"publish","type":"post","link":"https:\/\/hr4free.com\/fr\/Recherche-du-collaborateur\/Entretien-de-recrutement-et-%C3%A9valuation-du-candidat","title":{"rendered":"L&rsquo;entretien de recrutement \/ s\u00e9lection &#8211; Exemple &#8211; Fiche d&rsquo;\u00e9valuation du candidat"},"content":{"rendered":"<p>Le but de l\u2019entretien de recrutement est d&rsquo;approfondir les informations d\u00e9j\u00e0 obtenues via\u00a0<b><a href=\"http:\/\/www.hr4free.com\/fr\/Recherche-du-collaborateur\/Analyse-des-dossiers-de-candidature\" target=\"_blank\" rel=\"noopener noreferrer\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/fr\/Recherche-du-collaborateur\/Analyse-des-dossiers-de-candidature\">l&rsquo;analyse du dossier de candidature (exemple)<\/a>\u00a0<\/b>et d\u2019\u00e9valuer les\u00a0aptitudes personnelles\u00a0des candidats, avec ou sans l&rsquo;aide de\u00a0<a href=\"https:\/\/hr4free.com\/fr\/Tests-aptitudes-professionnelles\/Entretien-%C3%A9valuation-des-comp%C3%A9tences-comportementales\" target=\"_blank\" rel=\"noopener noreferrer\" data-cke-saved-href=\"https:\/\/hr4free.com\/fr\/Tests-aptitudes-professionnelles\/Entretien-\u00e9valuation-des-comp\u00e9tences-comportementales\"><b>tests informatis\u00e9s (entretien d&rsquo;\u00e9valuation)<\/b><\/a>. Dans le cas o\u00f9 un\u00a0profil-type\u00a0a \u00e9t\u00e9 d\u00e9fini pour le poste, il s\u2019agira \u00e9galement de mesurer les\u00a0\u00e9carts\u00a0entre les comp\u00e9tences du candidat et celles demand\u00e9es par le poste.<\/p>\n<p><strong>Un entretien de recrutement est une situation de communication complexe.<\/strong>\u00a0Elle implique avant tout le\u00a0respect d&rsquo;autrui\u00a0en termes de\u00a0r\u00e9ciprocit\u00e9 dans l&rsquo;\u00e9change\u00a0d&rsquo;information et une pratique de l&rsquo;<strong><a href=\"https:\/\/hr4free.com\/fr\/Techniques-de-communication\/D%C3%A9finition-%C3%A9coute-active-Carl-Rogers\" target=\"_blank\" rel=\"noopener noreferrer\" data-cke-saved-href=\"https:\/\/hr4free.com\/fr\/Techniques-de-communication\/D\u00e9finition-\u00e9coute-active-Carl-Rogers\">\u00e9coute active (d\u00e9finition)<\/a><\/strong>.<\/p>\n<h5 style=\"text-align: center;\"><b>OUTILS<\/b><\/h5>\n<p>Voici deux types de documents qui peuvent s&rsquo;av\u00e9rer d&rsquo;une aide pr\u00e9cieuse pour la conduite de l&rsquo;entretien d&#8217;embauche.\u00a0<strong>Ces documents sont confidentiels et doivent \u00eatre class\u00e9s en tant que tels dans le dossier du candidat<\/strong>:<\/p>\n<ul>\n<li><b><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_recrutement_rapport.pdf\" target=\"_blank\" rel=\"noopener noreferrer\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_recrutement_rapport.pdf\">La fiche de rapport d\u2019entretien (exemple)<\/a><\/b>\u00a0fournit un\u00a0\u00ab\u00a0fil conducteur\u00a0\u00bb pour l\u2019interview. Il est souvent utilis\u00e9 lorsque c\u2019est la ligne qui doit engager directement ses collaborateurs.\u00a0Des questions sont ainsi pos\u00e9es quant aux motivations du candidat, ses points forts et faibles, ses projets professionnels, etc.<\/li>\n<\/ul>\n<ul>\n<li><b><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_recrutement_evaluation.pdf\" target=\"_blank\" rel=\"noopener noreferrer\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_recrutement_evaluation.pdf\">Le formulaire d&rsquo;appr\u00e9ciation du candidat (exemple)<\/a><\/b>\u00a0\u00e0 remplir apr\u00e8s l&rsquo;entretien et qui permet de recueillir des \u00e9l\u00e9ments relatifs au\u00a0comportement du candidat. Les crit\u00e8res \u00e9valu\u00e9s peuvent \u00eatre adapt\u00e9s \u00e0 la culture de l&rsquo;entreprise, aux exigences du poste, etc. et peuvent s&rsquo;av\u00e9rer aussi d\u00e9terminants que les dipl\u00f4mes, par exemple.\u00a0Il est important que chaque \u00e9valuateur remplisse ce tableau individuellement, afin de ne pas \u00eatre influenc\u00e9 par l&rsquo;avis des coll\u00e8gues.<\/li>\n<\/ul>\n<h5 style=\"text-align: center;\"><strong>PRATIQUE<\/strong><\/h5>\n<p><strong>La premi\u00e8re \u00e9tape de tout processus d\u2019\u00e9valuation consiste donc \u00e0 d\u00e9finir clairement les exigences du poste<\/strong>: cela revient \u00e0 choisir des<strong>\u00a0<\/strong>crit\u00e8res de succ\u00e8s\u00a0dans l&rsquo;ensemble des\u00a0<b><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_evaluation_competence.pdf\" target=\"_blank\" rel=\"noopener noreferrer\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_evaluation_competence.pdf\">diff\u00e9rents niveaux de la comp\u00e9tence (illustration)<\/a><\/b>\u00a0(formation de base, exp\u00e9rience requise, connaissances techniques, linguistiques, savoir-\u00eatre sp\u00e9cifiques, r\u00e9sistance physique\u2026) qui composent le poste, et \u00e0 identifier parmi ces crit\u00e8res, ceux qui sont essentiels pour la r\u00e9ussite professionnelle.<\/p>\n<p>Un entretien de recrutement devrait ainsi suivre le\u00a0\u00ab\u00a0plan\u00a0\u00bb\u00a0suivant:<\/p>\n<ol>\n<li><b>Accueil\u00a0<\/b>du candidat<\/li>\n<li><b>Pr\u00e9sentation du profil du poste<\/b><\/li>\n<li><b>Questions au candidat<\/b><\/li>\n<li><b>\u00c9valuation des forces et des faiblesses<\/b>\u00a0du candidat (par rapport au profil-type du poste)<\/li>\n<li><b>Conclusion<\/b>\u00a0de l&rsquo;entretien<\/li>\n<\/ol>\n<p>Les questions pos\u00e9es devraient en outre respecter les\u00a0\u00ab\u00a0r\u00e8gles de base\u00a0\u00bb\u00a0suivantes:<\/p>\n<ul>\n<li><strong>Ne pas poser 2 questions en m\u00eame temps<\/strong>, \u00e9viter les\u00a0\u00ab\u00a0questions d&rsquo;induction\u00a0\u00bb\u00a0(la r\u00e9ponse se trouve d\u00e9j\u00e0 dans la question)<\/li>\n<li><strong>Respecter les silences<\/strong><\/li>\n<li><strong>\u00c9viter la complicit\u00e9 avec le candidat\u00a0<\/strong>(biais de l&rsquo;affectivit\u00e9)<\/li>\n<li><strong>\u00c9viter les questions concernant la\u00a0<\/strong><b><strong>vie priv<\/strong>\u00e9e<\/b>: origines, religion, mariage, maternit\u00e9, vie sexuelle\u2026<\/li>\n<li><strong>Poser des\u00a0<\/strong><b><strong>questions ouverte<\/strong>s<\/b>: \u00ab\u00a0Que pouvez-vous faire pour nous?\u00a0\u00bb, \u00ab\u00a0Quel genre de personnes \u00eates-vous?\u00a0\u00bb, \u00ab\u00a0Pouvons-nous nous offrir vos services?\u00a0\u00bb\u2026<\/li>\n<\/ul>\n<p>Tout au long de la discussion, le recruteur pourra de plus utiliser\u00a0<b><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_entretien_recrutement_attitudes.pdf\" target=\"_blank\" rel=\"noopener noreferrer\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_entretien_recrutement_attitudes.pdf\">diff\u00e9rentes attitudes en situation d&rsquo;entretien (illustration)<\/a><\/b>\u00a0selon le comportement adopt\u00e9 par le candidat.<\/p>\n<p><strong>Ainsi, un candidat qui s\u2019exprime peu aura par exemple besoin de plus d\u2019encouragements (attitude directive)\u00a0<\/strong>qu\u2019une personne plus loquace, pour laquelle plus de\u00a0reformulation\u00a0et de synth\u00e8se seront n\u00e9cessaires.<\/p>\n<h5 style=\"text-align: center;\"><strong>SITUATIONS DIFFICILES<\/strong><\/h5>\n<p>Finalement, il peut arriver qu\u2019en d\u00e9pit des pr\u00e9cautions prises par l\u2019\u00e9valuateur, l\u2019entretien prenne une tournure difficile. D\u2019une mani\u00e8re g\u00e9n\u00e9rale, il peut alors \u00eatre utile de rappeler au candidat:<\/p>\n<ul>\n<li><strong>L\u2019utilit\u00e9 de garantir un\u00a0<\/strong><b>bon d\u00e9roulement<\/b>\u00a0pour l&rsquo;entretien<\/li>\n<li><b>Le<\/b>\u00a0<b>contexte de l&rsquo;entretien<\/b>\u00a0(cadre temporel, r\u00e8gles du jeu&#8230;)<\/li>\n<li><b>L&rsquo;objectif de l&rsquo;entretien<\/b>\u00a0(\u00e9changes d&rsquo;informations\u2026)<\/li>\n<\/ul>\n<p>Voici une liste de\u00a0<b><\/b><b><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_entretien_recrutement_situations.pdf\" target=\"_blank\" rel=\"noopener noreferrer\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_entretien_recrutement_situations.pdf\">situations difficiles en entretien (exemples)<\/a><\/b>, ainsi que des r\u00e9ponses qui peuvent leur \u00eatre apport\u00e9es.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Le but de l\u2019entretien de recrutement est d&rsquo;approfondir les informations d\u00e9j\u00e0 obtenues via\u00a0l&rsquo;analyse du dossier de candidature (exemple)\u00a0et d\u2019\u00e9valuer les\u00a0aptitudes personnelles\u00a0des candidats, avec ou sans l&rsquo;aide de\u00a0tests informatis\u00e9s (entretien d&rsquo;\u00e9valuation). Dans le cas o\u00f9 un\u00a0profil-type\u00a0a \u00e9t\u00e9 d\u00e9fini pour le poste, il s\u2019agira \u00e9galement de mesurer les\u00a0\u00e9carts\u00a0entre les comp\u00e9tences du candidat et celles demand\u00e9es par le [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":523,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[125,129,124],"class_list":["post-522","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recrutement-du-collaborateur","tag-gestion-des-processus","tag-gestion-des-talents","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;entretien de recrutement \/ s\u00e9lection - Exemple - Fiche d&#039;\u00e9valuation du candidat - 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;entretien de recrutement \/ s\u00e9lection - Exemple - Fiche d&#039;\u00e9valuation du candidat - HR4Free\" \/>\n<meta property=\"og:description\" content=\"Le but de l\u2019entretien de recrutement est d&rsquo;approfondir les informations d\u00e9j\u00e0 obtenues via\u00a0l&rsquo;analyse du dossier de candidature (exemple)\u00a0et d\u2019\u00e9valuer les\u00a0aptitudes personnelles\u00a0des candidats, avec ou sans l&rsquo;aide de\u00a0tests informatis\u00e9s (entretien d&rsquo;\u00e9valuation). 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