The RECSI recruitment agency was founded in 2013 by Benjamin Lévi and stands out for its deep desire to put people at the center of the recruitment process. At the service of companies seeking new talent, the experts support their clients’ HR departments with artisanal know-how, based on a return to the very essence of recruitment: a personal, human and tailor-made exchange. . It is therefore the workhorse in the agency that specializes in IT (information technology) and digital professions. Lighting.
RECSI: when humans take precedence over algorithms
In France, a survey conducted by Pôle Emploi reveals this 79% of companies struggle to recruit due to lack of candidates and 77% find that the profiles do not correspond perfectly to the position offered. With nearly 1,700 recruitment firms nationwide, this talent recruitment enables the hiring of 20% of business leaders each year. While many of these agencies operate through an algorithm that matches employee profiles to employers’ job expectations and vice versa, others focus on a more artisanal and traditional method.
“I started my career in Luxembourg. It is a very small country where everyone knows each other. Respect for confidentiality is essential there to the point that IT consultants do not communicate on the technologies they master. The most effective approach for a company therefore lies in highly targeted “hunting”, network management and relationship building. It is from here that the idea of offering a craft recruitment process came naturally, to humanize the process. This allowed us to take the opposite view of the market trend in general. In connection with our very complete process, one of the most complete that exists elsewhere, we have excelled. It has even become our marketing strategy. We reconstitute the organization charts for the companies where we believe the profiles exist, and address them directly. It is careful work that allows us to reach profiles that are not displayed on Linkedin or job boards. Then we roll out our process, which consists of video, technical and HR interviews, reference checks, e-reputation or master coaching, ”says Benjamin Lévi, founder of RECSI.
Although algorithms are common in the recruitment of IT professionals, it seems that this return to the basics appeals to clients in search of talent. In fact, Benjamin Lévi indicates that nine out of ten customers are satisfied of its artisanal methods of recruitment.
Tailor-made support for recruiters: a long journey to success
Recruitment agencies are therefore preferred intermediaries companies looking for human resources. It should be noted that companies very often call on their expertise after long months of fruitless research. They often have spent hundreds of euros on posting job ads on LinkedIn and / or job boards. The projects for which the position is needed have therefore been put on hold, which is a deficit at several levels for the company.
90% of the companies that contact the recruitment agency have an HR department, says the expert. However, the recruitment was not successful. That is a question rely on the know-how and expertise of professionals dedicated exclusively to this task and offer a tailor-made service: searching for current candidates, consulting profiles, analyzing e-reputation, contact, the first exchanges, a first official interview or even taking tests. Headhunters perform the time consuming operation and identify, based on their experience in the field, interesting profiles.
By supporting recruiters in the search for the right profile for the position offered, even though it is a significant financial investment, agencies guarantee positive results, even if the process is long.
“On average, four weeks pass between the moment we start the search and the moment we present the first candidates. We have tried to shorten deadlines, but during that the recruitment is not optimal.” Continues Benjamin Lévi, rich in experience in the field, who he considers to be the very foundation of this artisanal and personal know-how.
The business manager also clarifies this profiles recruited in the field of IT are not unemployed, which explains these rather long delays. They are all working professionals. After negotiations, the entry of new talent into the company depends on the notice he has to give to leave his company. These deadlines are a guarantee of success for Benjamin Lévi, who believes that through relational, human contact far from automating very trendy processes at the moment, the recruited profiles are invested and better incorporate the company’s values.
Recruitment, a professional and family project beyond geographical constraints
And this personal support can go even further. With almost 400 annual recruitmentsRECSI has created many partnerships to allow the talent and his family not to miss out on a professional opportunity due to geographical distance. It was the first recruitments made by Benjamin Lévi in the heart of Nîmes that made him offer this extra service.
“In the first moments of the company’s life, I quickly understood that our customers were very keen on IT profiles. In return, the candidates were missing. So we had to find consultants who came from elsewhere. When married or in couples, with children, recruitment is more complicated if they live far away, especially when we know that some working people refuse jobs more than 20 km from home. Still in this idea of tailor-made support, we have based our concept on mobility aid arguments. In France there is Mobili-Pass. This is state aid that allows anyone, if they leave their region for a permanent contract, to claim an amount of between 2,000 and 3,000 euros. This sum makes it possible, among other things, to finance the trip, part of the move, the first rent e.g. »
The founder of RECSI goes on to explain to us how long these formalities around the Mobili passport are and can slow down some workers from the idea of changing their lives when 30 to 40% of the annual recruitment falls within this framework. To manage these aspects of the agency, a person is completely dedicated to these administrative procedures to enable talents to carry out real projects. And there are many partnerships. Moving companies offering lower prices, real estate agencies, generalist recruitment agencies for the spouse of the recruited profile, taxi or VTC companies to facilitate transfers, but also a partnership with various banks, which then take care of the termination of all necessary subscriptions per . the family.
Projects and projection, pillars in human-based recruitment
The recruitment agency presents itself as an expert in coaching. Benjamin Lévi and his team support their customers and their talents in each stage of the process.
Recruitment is constantly evolving. From now on, it is no longer the candidates who will seduce the companies, but on the contrary. For this, Benjamin Lévi personally accompanies the recruits of his team. It helps them to find the right questions to ask, the important criteria to be aware of during the various exchanges, but also encourages their feelings. This personal coaching is based on many years of experience, profiles encountered but also on in-depth knowledge of the labor market and especially IT professions.
“Over time, I realized that the decision to join a company was up to the candidate and no longer the customer. And it goes much further than salary, placement, tasks to be performed. Graduates need two things: the projects and the projection. They must be able to make sense of each of their decisions. »
According to the expert, projects and projection Allow recruited talents to consider a longer career in the company when the current trend is so managers stay on average three years in a structure. In order to limit the turnover, it is therefore necessary to consider the future from the first moments, in the recruitment phase. Giving him prospects for development and improvement, involving him in long-term projects where he knows the ins and outs are all factors that guarantee their desire to work, their motivation and their personal success.
Benjamin Lévi shares a final revelation that reveals the embodiment of the core values that he transmits on a daily basis to his employees, client companies and recruited profiles. When one of his employees announces his future departure to new professional horizons, he remembers one sentence: “I have grown much more as a person than as an employee at RECSI”. And every employee who works with the founder shares this view, which becomes the company’s common thread. “My daily struggle is an adventure to be lived together. he concludes.
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