{"id":15615,"date":"2024-02-01T03:47:47","date_gmt":"2024-02-01T01:47:47","guid":{"rendered":"https:\/\/peoplesphere.be\/fr\/?p=15615"},"modified":"2024-02-01T03:47:47","modified_gmt":"2024-02-01T01:47:47","slug":"editorial-recruter-en-masse-en-periode-de-penurie-de-talents-un-projet-serieux","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/editorial-recruter-en-masse-en-periode-de-penurie-de-talents-un-projet-serieux\/","title":{"rendered":"\u00c9ditorial – Recruter en masse en p\u00e9riode de p\u00e9nurie de talents, un projet s\u00e9rieux?"},"content":{"rendered":"

A quoi peuvent donc bien penser les entreprises qui annoncent de grandes campagnes de recrutement alors que les talents n\u2019ont jamais \u00e9t\u00e9 aussi rares qu\u2019aujourd\u2019hui ? Pensent-elles sinc\u00e8rement pouvoir atteindre les objectifs annonc\u00e9s? Il faut \u00eatre terriblement confiant dans son pouvoir de s\u00e9duction pour s\u2019engager dans cette voie\u2026 Se pourrait-il que ce soit essentiellement une initiative visant \u00e0 renforcer l\u2019image de marque? Il y a sans doute plusieurs cas de figure entre le coup de poker, l\u2019effet d\u2019annonce et un pari positif sur le futur. Comment savoir donc si le \u2018\u2019projet d\u2019embauche\u2019\u2019 – et l\u2019entreprise qu\u2019il soutient \u2013 repose sur des bases solides ? <\/p>\n

Plusieurs organisations priv\u00e9es et publiques pr\u00e9sentant des r\u00e9sultats peu enthousiasmants ou appartenant \u00e0 des secteurs confront\u00e9s \u00e0 la crise lancent des initiatives de recrutement de masse. Le mod\u00e8le \u00e9conomique reste difficile \u00e0 comprendre. Il y a forc\u00e9ment quelque chose qui nous \u00e9chappe.
\nEst-il en effet raisonnable de gonfler les effectifs lorsque ceux qui sont en placent n\u2019arrivent manifestement pas \u00e0 r\u00e9pondre aux attentes? D\u2019une part, il y a la question des moyens : comment mobiliser des ressources budg\u00e9taires nouvelles alors que les r\u00e9sultats sont m\u00e9diocres. Et d\u2019autre part, il faut s\u2019interroger sur la qualit\u00e9 des profils que l\u2019on parvient \u00e0 attirer lorsque l\u2019image de l\u2019employeur est en souffrance.<\/p>\n

Les recrutements de la derni\u00e8re chance<\/em><\/strong><\/h3>\n

Voici une cl\u00e9 de lecture possible du point de vue de la direction de l\u2019entreprise en tout cas: \u2018\u2019Malgr\u00e9 les mauvais r\u00e9sultats r\u00e9cents, il n\u2019est peut-\u00eatre pas encore trop tard\u2026 Essayons donc d\u2019injecter du sang frais dans l\u2019organisme afin de lui donner un coup de boost.\u2019\u2019
\nConstatant son incapacit\u00e9 de remplir les missions qui sont les siennes, l\u2019entreprise lance une op\u00e9ration de la derni\u00e8re chance. \u2018\u2019Embauchons de nouvelles forces vives afin de redresser la t\u00eate et de trouver un nouvel \u00e9lan.\u2019\u2019 Est-ce que cela fonctionne ? Dans la plupart des cas, le bilan est n\u00e9gatif. L\u2019op\u00e9ration se solde sur un d\u00e9calage terrible entre les nouveaux venus et les anciens, avec cette sensation bizarre de ne pas s\u2019inscrire dans le m\u00eame projet d\u2019entreprise. Le taux de r\u00e9ussite est marginal.<\/p>\n

Cr\u00e9er un effet d\u2019annonce qui permet de r\u00e9sister \u00e0 la pression des (nombreux) insatisfaits ?<\/em><\/strong><\/h3>\n

Il y a par ailleurs une r\u00e9alit\u00e9 de terrain de plus en plus r\u00e9pandue. De nombreuses organisations ne disposent tout simplement plus des moyens suffisants pour remplir leurs r\u00f4les attendus. Les causes sont multiples. Nous avons cru que la technologie allait r\u00e9duire le besoin de main d\u2019\u0153uvre. Ce n\u2019est pas le cas. Nous avons imagin\u00e9 qu\u2019une \u00e9quipe dont nous d\u00e9veloppons les comp\u00e9tences et l\u2019exp\u00e9rience pourrait augmenter sa charge de travail \u00e0 l\u2019infini ou presque. Ce n\u2019est pas le cas. Nous avons r\u00eav\u00e9 que de bonnes conditions de travail et de r\u00e9mun\u00e9ration nous prot\u00e9geraient \u00e0 coup s\u00fbr de la d\u00e9motivation et des accidents de la vie. Ce n\u2019est pas le cas. Au final, les situations de sous-effectifs se multiplient. La frustration monte aupr\u00e8s des collaborateurs engag\u00e9s et performants qui ont grand besoin de renforts. Nous sommes alors en mode 100% r\u00e9actif et confront\u00e9 au risque r\u00e9el de ne pas anticiper l\u2019impact des nouveaux recrutements sur la structure de co\u00fbts \u00e0 moyen et long terme. C\u2019est dangereux\u2026<\/p>\n

Un pari positif sur l\u2019avenir \u00e0 g\u00e9rer de fa\u00e7on responsable.<\/em><\/strong><\/h3>\n

Enfin, nous voulons envisager une option positive, qui sonne quasiment comme un acte de r\u00e9sistance dans le contexte morose que nous connaissons actuellement. Investir dans nos \u00e9quipes pourrait \u00eatre le rem\u00e8de \u00e0 l\u2019ensemble de nos maux (ou du moins \u00e0 quelques-uns d\u2019entre eux). Etoffer les effectifs reste un moyen \u00e9vident pour mieux lutter contre la pression sur le pouvoir d\u2019achat et all\u00e9ger la charge psycho-sociale ressentie par les travailleurs. A condition bien entendu de porter la m\u00eame attention \u00e0 celles et ceux qui travaillent dans nos murs depuis longtemps d\u00e9j\u00e0, de fuir les in\u00e9galit\u00e9s de traitement comme la peste et de pr\u00e9parer nos entreprises \u00e0 faire face aux \u00e9preuves en prot\u00e9geant les \u00e9quipes en priorit\u00e9.<\/p>\n

Les recrutements de masse nous interrogent, avant de nous r\u00e9jouir peut-\u00eatre. Le sentiment dominant est qu\u2019ils tiennent davantage du pari risqu\u00e9 que de la bonne gestion. Difficile de faire la distinction parfois entre le courage et la t\u00e9m\u00e9rit\u00e9 (voire la b\u00eatise parfois). Les fronti\u00e8res sont minces.
\nDerri\u00e8re chaque engagement, il devrait y avoir un \u2018contrat moral\u2019 durable, une perspective \u00e0 long terme. Nous ne sommes bien s\u00fbr jamais \u00e0 l\u2019abri d\u2019un renversement de tendance ni d\u2019un crash \u00e9conomique. Mais notre responsabilit\u00e9 pr\u00e9voit que nous puissions \u00e9galement anticiper les possibles coups d\u2019arr\u00eat et les risques de devoir g\u00e9rer des \u00e9quipes surdimensionn\u00e9es. A m\u00e9diter sans doute lorsque l\u2019enthousiasme du recrutement prend le pouvoir.<\/p>\n

Jean-Paul Erhard<\/p>\n","protected":false},"excerpt":{"rendered":"

A quoi peuvent donc bien penser les entreprises qui annoncent de grandes campagnes de recrutement alors que les talents n\u2019ont jamais \u00e9t\u00e9 aussi rares qu\u2019aujourd\u2019hui ? Pensent-elles sinc\u00e8rement pouvoir atteindre les objectifs annonc\u00e9s? Il faut \u00eatre terriblement confiant dans son […]<\/p>\n","protected":false},"author":2,"featured_media":15616,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65,62,10,2],"tags":[879,208,458,264,109,72,450],"yoast_head":"\n\u00c9ditorial - Recruter en masse en p\u00e9riode de p\u00e9nurie de talents, un projet s\u00e9rieux? - Peoplesphere<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/peoplesphere.be\/fr\/editorial-recruter-en-masse-en-periode-de-penurie-de-talents-un-projet-serieux\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u00c9ditorial - Recruter en masse en p\u00e9riode de p\u00e9nurie de talents, un projet s\u00e9rieux? - Peoplesphere\" \/>\n<meta property=\"og:description\" content=\"A quoi peuvent donc bien penser les entreprises qui annoncent de grandes campagnes de recrutement alors que les talents n\u2019ont jamais \u00e9t\u00e9 aussi rares qu\u2019aujourd\u2019hui ? 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