Record recruitment in Northern France and Brittany!

Laura et Gwénaëlle

Under the same management, the Alphéa Conseil offices in Saint-Brieuc and Lille recorded an unprecedented number of recruitments, across all sectors, in September and October respectively. Two recruitment managers, Laura Salmon, in Saint-Brieuc, and Gwenaëlle Phou, in Lille, give us their recipe secrets!

What results have you posted since the start of the September school year?

Laura Salmon : In September, we made seven recruitments in Brittany and Normandy, including two "executive" profiles, i.e. with salaries in excess of 50,000 euros gross per annum. Normally, the average is two to three recruitments per month. A very satisfactory figure for our young office, which only opened a year and a half ago.

Gwenaëlle Phou: I'm delighted to have changed the lives of seven candidates in October. Three in finance, a corporate social relations manager, a construction supervisor, a farm manager, and a graphic designer.

How do you explain this success?

Laura Salmon: The fact that Alphéa Conseil exclusively offers permanent contracts optimizes the quality of our recruitment. We know that companies want to make a lasting commitment with us to find the best employee(s).

Gwenaëlle Phou: One of Alphéa Conseil's distinctive features is also its proximity with all its customers. So, we travel to our customers' sites as much as we can to immerse ourselves in the culture of each company, to talk with managers and employees... This enables us to get a better idea of the candidate's personality. Because beyond skills, we attach real importance to interpersonal skills.

Do you apply a personal methodology to each of your recruitments?

Laura Salmon: I like to devote several days to a single recruitment, without interruption. I meet customers, candidates... and this immersion allows me to keep all the elements of each position in my memory to choose the most suitable profile.

Gwenaëlle Phou: For my part, I take particular care inwriting ads.For example, when recruiting accountants, I highlight, when possible, personality traits that the candidate should have, even before technical skills. After all, every accountant has specific training. But not every accountant is naturally empathetic, which could be a hindrance to integrating into a team or interacting with a public in difficulty. Many candidates, eager to give meaning to their career, only respond to offers of this type.

In your opinion, has the health crisis changed expectations in recruitment?

Laura Salmon: During the first containment, companies had the visibility they needed to commit to recruiting people on permanent contracts. For this end of the year, we don't have enough hindsight... But the fact that I also carry out prospecting missions at local level is very helpful. In this way, I can explain to company directors how the recruitment process works. In this period of uncertainty, having personalized contact with companies in the region helps to strengthen the relationship of trust and, ultimately, to materialize collaborations.

Gwenaëlle Phou: I meet a lot of candidates who admit to having used the first confinement to reflect on their professional development. Many have asked themselves whether they see themselves in the same position in three years' time, in five years' time... So,the candidates we meet turn out to have very interesting profiles, because they are determined to evolve. Let's hope this trend continues next year!