From CEOs to clarinet finishers – how do you find every profile you need?

Oh, I've never been good at music.

From CEO to clarinet finishers.How do you find all the profiles you need?

Aha! That's a genuine question.Indeed, L'étincelle RH is a recruitment consulting firm.

Our goal is to support organizations in detecting real talent,finding the right profiles, making the right decision, transforming they way they approach human resources.

But in any case, there is a recruitment challenge.

What we love to do at L'Étincelle is tackling complex recruitments.

I'll put it this way: we enjoy the tricky ones.Like recruiting a clarinet finisher.

That's the example you see here.So that's not the majority of the cases we manage at L'étincelle,But when this type of recruitment happens here, we are always very enthusiastic because clarinet finishing is a technical profession,it's a rare profession, a very specific one.

There are few players on the market in France, so it's inevitably complicated.

It's complicated because you have a pool of candidates who are proficient in the necessary skills, technical skills that are quite rare.

So we have to find them, we have to identify them.

If you post a job advertisement to recruit a clarinet finisher,then you might get lucky, it might work,but it might not work.

And that's where all our expertise in sourcing and headhunting really comes in, which is really our core business.

Sourcing has often been the "forgotten child" in many organizations, but it is a real profession in its own right.

First, you need to really understand the need and understand the technical specifics of the organization to succeed behind identifying, i.e., mapping where all candidates may be available.

Where can I find a clarinet finisher?What are organizations?

What are the different professions?Where can I find them?

How do I contact them?How do I get in touch with these people who are potentially in professions that are not present on social media.

What approach should I take?How can I get in touch with them?

How do I get them interested in the position?And in fact, that's where the strength lies when it comes to finding the right profiles.

That is the strength and expertise of a firm such as L'étincelle RH.

It is this ability to conduct this investigation to find these candidates who haven't applied and are not visible.

In any case, this requires implementing strategies that sometimes are not overly complex.

And I'll take the example of the clarinet finisher.

There are few players in the market.Finally, we managed to find someone at a direct competitor who was two streets near the company we were recruiting for.

Is this just a stroke of luck?Maybe, but for me it's mainly the fine work of the team she led.

Because even if the competing company is next door, you still have to to come.

You have to build a relationship, create meaning, and then make sure it's truly the right fit for everyone.

Because finding the right profiles isn't just about identifying the right skills you need.

And that's where the evaluation process is important in recruitment.

The thing is, you have to be able to figure out someone's personality.

You have to understand it.It is important to make the candidate's motivations clear.

What makes them want to move?What makes it interesting to them?

But what really makes the alignment between the two sides actually happen?

In other words, recruiting is not simply a matter of finding a candidate who is interested in a job and it's not just a company that wants to hire someone, it's a mutual encounter. A real match,It's two parties, the candidate and company, who both want to meet and move forward together.

And to do that, you need to implement the right techniques for headhunting and sourcing.

It is important to assess correctly to ensure that the candidate takes the right decision as much as the company makes the right decision.

Sometimes, when recruiting, you can find the perfect clarinet finisher,but they're not right fit for the organization or the company isn't the right fit for them.

And so sometimes, it also means being transparent and honest with a candidate.

It's not playing the flute.We're here to speak up, we're here to make sure everything works correctly, so that this match lasts. It has to turn into a genuine collaboration and partnership.

So, there you go. What I want to say is that to find the right profiles,be clear about what you are looking for, because often,when you struggle to find something, it means that your need is not clear.

Either the profile you are looking for does not exist, or the profile you want is not available.

You have to something away to make it fit.So first, be clear about what you are actually looking for.

Establish the right strategies when approaching, sourcing,hunting, and for that, potentially seek help and guidance.

Be clear about your evaluation criteria.Because what will be important is that the collaboration works.

What you need is not just technical skills,but also to be able to assess behavioral skills,how they handle complexity and ambiguity, their ability to collaborate and work as a team.

And that's what will enable you to function.A clear need, a well-defined, well-constructed approach strategy,with the right expertise, a good evaluation process that will ensure that the suitability and mutual compatibility is done correctly.

Because, in fact, we are here to move forward together.

And of course, a solid onboarding process.Because if you've found the right profile you need, but sold them a story that doesn't match reality.

Well, it is unlikely that they will remain in your organization.