{"id":27882,"date":"2018-06-15T21:24:00","date_gmt":"2018-06-16T01:24:00","guid":{"rendered":"https:\/\/www.people20.com\/blog\/comprendre-les-motivations-non-monetaires-dun-candidat-partie-2\/"},"modified":"2018-06-15T21:24:00","modified_gmt":"2018-06-16T01:24:00","slug":"understanding-candidates-non-monetary-motivators-part-2","status":"publish","type":"post","link":"https:\/\/www.people20.com\/fr-ca\/blog\/understanding-candidates-non-monetary-motivators-part-2\/","title":{"rendered":"Comprendre les motivations non mon\u00e9taires d\u2019un candidat, Partie 2"},"content":{"rendered":"


\n
\n Assurez-vous d\u2019avoir lu la premi\u00e8re partie de ce<\/span>
\n <\/u>
\n<\/a> blogue avant de poursuivre pour d\u00e9couvrir d\u2019autres \u00e9tapes dans le processus de qualification d\u2019un candidat.<\/em> \u00c0 ce stade, vous connaissez les comp\u00e9tences du candidat, cherchez des r\u00e9f\u00e9rences, discutez de la r\u00e9mun\u00e9ration et d\u00e9terminez qu\u2019il a des motivations non mon\u00e9taires pour poursuivre cette opportunit\u00e9.<\/span><\/p>\n

Maintenant, clarifions leur situation de recherche d\u2019emploi et identifions t\u00f4t les obstacles potentiels afin qu\u2019ils ne deviennent pas des murs plus tard, une fois votre client impliqu\u00e9!<\/span><\/p>\n

 <\/span>
\n<\/span><\/p>\n

Explorez davantage avec une s\u00e9ance de questions-r\u00e9ponses optionnelle<\/span><\/h2>\n

\u00c0 ce stade de l\u2019entrevue, vous pourriez d\u00e9cider de poser quelques questions suppl\u00e9mentaires, optionnelles, lorsque c\u2019est pertinent<\/em>, en utilisant le gros bon sens.<\/span><\/p>\n

    \n
  • Pouvez-vous me parler de vos activit\u00e9s d\u2019entrevue au cours des six derni\u00e8res semaines?<\/strong> (Applicable si vous avez trouv\u00e9 le candidat via un site d\u2019offres d\u2019emploi et que vous croyez qu\u2019il poursuit activement des opportunit\u00e9s d\u2019emploi.)<\/span><\/li>\n<\/ul>\n
    Combien d\u2019entrevues as-tu eues?<\/span>
    \nQuels types d\u2019emplois \u00e9taient-ce?<\/span>
    \nQuels \u00e9taient les niveaux de salaire pour ces entrevues?<\/span>
    \nO\u00f9 \u00e9taient situ\u00e9s les emplois?<\/span>
    \nDes offres vous ont-elles \u00e9t\u00e9 pr\u00e9sent\u00e9es?<\/span>
    \nAvez-vous refus\u00e9 des offres?<\/span>
    \nPensez-vous que des offres seront faites?<\/span>
    \nVotre CV est-il affich\u00e9 sur des sites d\u2019emploi en ligne?<\/span>
    \nTravaillez-vous avec d\u2019autres recruteurs?<\/span>
    \nVous attendez-vous \u00e0 ce qu\u2019une contre-offre soit faite?<\/span>
    \nAvez-vous d\u00e9j\u00e0 accept\u00e9 une contre-offre?<\/span><\/div>\n

    Les r\u00e9ponses \u00e0 ces questions peuvent grandement influencer si cette personne est un candidat viable pour vous \u00e0 l\u2019avenir.<\/span><\/p>\n

      \n
    • Pouvez-vous expliquer vos consid\u00e9rations concernant la relocalisation? <\/strong>(Applicable lorsque le candidat devrait se d\u00e9placer pour le poste.)<\/span><\/li>\n<\/ul>\n
      \u00cates-vous actuellement propri\u00e9taire?<\/span>
      \nComment est le march\u00e9 l\u00e0-bas?<\/span>
      \nPouvez-vous vendre facilement?<\/span>
      \nCombien tu dois?<\/span>
      \nPouvez-vous me parler de la propri\u00e9t\u00e9? (Nombre de chambres, salles de bain, garage, terrain) <\/span><\/div>\n

      Si le candidat habite au Wisconsin et cherche une maison comparable en Californie pour occuper ce poste, vous pourriez \u00eatre confront\u00e9 \u00e0 une situation o\u00f9 il doublerait son hypoth\u00e8que \u2013 et c\u2019est un point difficile \u00e0 identifier avant<\/em> de pr\u00e9senter un candidat \u00e0 votre client, et cela pourrait aussi n\u00e9cessiter des recherches immobili\u00e8res de votre part.<\/span><\/p>\n

        \n
      • Voyez-vous des obstacles qui pourraient affecter votre capacit\u00e9 \u00e0 poursuivre ou finalement accepter ce poste? <\/strong><\/span><\/li>\n<\/ul>\n
        Avez-vous des clauses de non-concurrence?<\/span>
        \nDevrais-tu rembourser ton d\u00e9m\u00e9nagement?<\/span>
        \nDevrais-tu rembourser les frais de scolarit\u00e9?<\/span><\/div>\n

        Vous voulez d\u00e9couvrir tout probl\u00e8me qui pourrait l\u2019emp\u00eacher d\u2019accepter le poste tel que d\u00e9crit par votre client, en termes de responsabilit\u00e9s, d\u2019emplacement et de r\u00e9mun\u00e9ration.<\/span><\/p>\n

        Questions de cl\u00f4ture obligatoires<\/span><\/h2>\n

        La derni\u00e8re chose que vous aborderez, ce sont les questions de cl\u00f4ture, qui sont obligatoires. Vous ne pouvez pas les consid\u00e9rer comme un candidat viable digne d\u2019\u00eatre pr\u00e9sent\u00e9 \u00e0 votre client sans aborder les points suivants : <\/span><\/p>\n

          \n
        • Y aura-t-il un probl\u00e8me avec ce qui suit?<\/strong><\/span><\/li>\n<\/ul>\n
          V\u00e9rification
          \n des ant\u00e9c\u00e9dents<\/span>Tout crime ou d\u00e9lit mineur, y compris les<\/span>
          \n DUID\u00e9pistage
          \n des drogues<\/span>Les infractions au code de la route (pour les cas o\u00f9 cela pourrait affecter le fait d\u2019\u00eatre port\u00e9 sur la police d\u2019assurance auto d\u2019une compagnie)<\/span><\/div>\n
            \n
          • Pouvez-vous penser \u00e0 quelque chose de professionnel ou personnel qui vous emp\u00eacherait de donner un pr\u00e9avis de deux semaines et de commencer un nouvel emploi \u00e0 ce moment-l\u00e0? <\/strong><\/span><\/li>\n<\/ul>\n
            Regardez vers l\u2019avenir \u2013 en g\u00e9n\u00e9ral, environ 6 \u00e0 8 semaines, jusqu\u2019au moment o\u00f9 vous ferez une offre pour le poste. Y a-t-il quelque chose dans l\u2019horaire du candidat (vacances, chirurgie, \u00e9v\u00e9nement familial, etc.) qui pourrait influencer la date de d\u00e9but pr\u00e9vue? <\/span><\/div>\n
              \n
            • Allez-vous faire un suivi avec vos v\u00e9rifications de r\u00e9f\u00e9rences, afin que nous puissions poursuivre le processus? <\/strong><\/span><\/li>\n<\/ul>\n
              Insistez sur le fait qu\u2019ils doivent contacter les deux r\u00e9f\u00e9rences qu\u2019ils ont fournies (obtenez plus de d\u00e9tails sur notre blogue pr\u00e9c\u00e9dent<\/u>) et que vous devez fournir et retourner ces informations avant de pouvoir soumettre le candidat pour le poste.<\/span><\/div>\n
                \n
              • Voulez-vous \u00eatre pr\u00e9sent\u00e9 \u00e0 ce poste? <\/strong><\/span><\/li>\n<\/ul>\n
                Obtenez une confirmation en expliquant : \u00ab Lorsque je recevrai ces v\u00e9rifications de r\u00e9f\u00e9rences, j\u2019ai l\u2019intention de vous soumettre \u00e0 [NOM DU CLIENT] pour le poste de [TITRE DE L\u2019ORDRE D\u2019EMPLOI]. Veux-tu \u00eatre pr\u00e9sent\u00e9 \u00e0 ce poste? \u00bb<\/span>
                \nNote<\/em> : Il est important de poser la question de cette fa\u00e7on. C\u2019est une premi\u00e8re \u00e9tape pour jouer leur acceptation de l\u2019offre, ce qui est un \u00e9v\u00e9nement charg\u00e9 d\u2019\u00e9motion pour la plupart des gens. Nommer l\u2019entreprise, nommer le poste et leur demander d\u2019exprimer leur int\u00e9r\u00eat maintenant rendra l\u2019exp\u00e9rience plus facile quand viendra le temps de l\u2019offre officielle. Chaque oui m\u00e8ne au suivant. <\/span><\/div>\n

                En suivant ce processus rigoureux pour qualifier un candidat de la bonne fa\u00e7on, vous d\u00e9couvrirez si une personne est viable, pr\u00eate et express\u00e9ment int\u00e9ress\u00e9e \u00e0 aller de l\u2019avant. Vous serez bien \u00e9quip\u00e9 pour pr\u00e9senter au candidat \u00e0 votre client tous les ingr\u00e9dients d\u2019une r\u00e9ussite optimale! <\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

                Clarifiez la situation de recherche d\u2019emploi de votre candidat et identifiez t\u00f4t les obstacles potentiels afin qu\u2019ils ne deviennent pas des murs apr\u00e8s l\u2019intervention de votre client<\/p>\n","protected":false},"author":1,"featured_media":27453,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[1163,93,1203,1207,1223],"tags":[1375,1367,1683,1391,1687,1679,1675,1599,1595],"class_list":["post-27882","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-fr-ca","category-business-development","category-practice-areas-fr-ca","category-search-recruiting-fr-ca","category-talent-sourcing-fr-ca","tag-business-development-fr-ca","tag-industry-insights-fr-ca","tag-pa3-fr-ca","tag-onboarding-fr-ca","tag-pa4-fr-ca","tag-pa2-fr-ca","tag-pa1-fr-ca","tag-talent-experience-management-fr-ca","tag-trends-in-the-global-talent-marketplace-fr-ca"],"acf":[],"yoast_head":"\nComprendre les motivations non mon\u00e9taires d\u2019un candidat, Partie 2 - 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