A MESSAGE FROM OUR FOUNDER & CEO
WHAT MAKES CLEMENTINE THE BEST FIT FOR DIGITAL TALENT ACQUISITION?
When we founded this company in 2000, we focused on one core skill: recruitment in the digital sector. At the time, the telecoms and Internet ecosystem was much smaller and the landscape was radically different from what we see now. We were pioneers.
So 17 years later, our knowledge of this disruptive sector is probably second to none.
The advent of data and algorithms in the recruitment industry
Advanced technological tools are said to get faster results, in terms of time-to-hire; it is said that they can pinpoint talents that are more relevant and more precisely attuned to a recruiting client’s needs.
We are told that Big Data and algorithms can anticipate a candidate’s future achievements – and setbacks. But giving in to a mathematical approach of human beings is far from foolproof. More than just “homo economicus”, human beings are emotional creatures, swayed by cognitive biases. We need to use these powerful and relevant tools wisely – and be aware of their limitations.
Their advantages? Greater objectivity – reducing the unconscious weight of feelings and resemblance to the recruiter – and less discrimination, whether based on gender, race, age or other factors.
But in the current context of a growing ‘talent war’, automated selection and talent acquisition methods don't really make sense. Take Data Scientists, for example. How can the software decide on its own whether or not it should broaden its search criteria? Will algorithms put forward a series of profiles which may appear less precisely targeted, or who may lack important competencies – but who will bring to the table immense motivation and who will, after training, fulfill their true potential for development?
Will algorithms have the capacity to aggregate all the relevant data – a sum of technical, behavioural and managing skills combined with ‘emotional IQ’ – which make a candidate unique? How will machine learning detect atypical personalities – the genius, the exceptional, standout candidate?
A professional and ethical responsibility
This is where I perceive a fundamental and enduring role for the recruiter in the digital era.
As algorithms grow more complex and data greedy, we need to take a step back. A human being cannot be reduced to a sum of data and a few automatic analysis algorithms. There is no substitute for the “in real life" encounter, particularly in the context of recruitment, when personality, demeanour, gestures and behaviour are as meaningful as “hard skills,” or a degree.
Our values and beliefs
Ultimately, our job is to attract the best talent, and convince the right candidate that this move is the right one to make.
In our view, a candidate’s belief system is going to have a powerful impact on her or his capacity to accompany change, and progress with confidence and efficiency into the unknown context generated by the fast-moving churn of innovation and market turnover. One of the key points we need to evaluate is the belief that change brings opportunities – not threats.
This is why the human axis of the interviewing process is so fundamental to our strategy. Building a trusting and mutually respectful relationship will bring us a more subtle and deeper perception of the candidate’s expectations. Bringing to the surface a deeper grasp of the future employer; helping the candidate to understand the client's characteristic qualities – the brand and corporate culture – all these steps within our strategy aim to engage the candidate in this specific project, and shape affinities with the new employer.
Our consultants: more than a skill set, a state of mind
When I founded our practice, I was determined that Clémentine would stand for something more than highly skilled use of tools and automatic tests: a team of consultants would be present, advise and accompany the entire recruitment process, from start to finish – not relegating parts of the job to computer programs, and certainly not without real-life meetings and human interaction. Thanks to our constant processes of in-house training and coaching, our consultants participate in an approach which efficiently uses the latest tools, but goes beyond them – deploying active listening, deep empathy and open dialogue with every candidate. Our goal is to build a relationship of trust and goodwill with all our candidates, an open state of mind which deepens along the entire process of assessing talent and potential.
Founder & CEO of Clémentine
NOS OFFRES D'EMPLOI
CHANNEL SALES MANAGER EMEA
8 novembre 2018
CHEF DE PROJET INNOVATION
6 décembre 2018
CHIEF PRODUCT OFFICER
22 novembre 2018
12 décembre 2018
CHIEF TECHNICAL OFFICER (CTO)
5 décembre 2018
ACCOUNT MANAGER/ ACCOUNT STRATEGIST
9 novembre 2018
DIRECTEUR DES INFRASTRUCTURES IT (CTO)
12 décembre 2018
DIRECTEUR ASSOCIÉ DE LA COMMUNICATION
29 novembre 2018
CLIENT SUCCESS PROJECT MANAGER / CSM
8 novembre 2018
Quelle est la réalité derrière le jargon des métiers du web et de l’IT ?
Pour tout savoir sur les métiers du web, de l’informatique, du big data et du sales marketing, cette rubrique est faite pour vous !
LET US TAKE CARE OF YOUR PROJECTS