Founded in 2013 by Benjamin Lévi, the RECSI employment agency stands out for its deep desire to put people at the center of the recruitment process. At the service of companies looking for new talents, the experts support their clients’ HR departments with artisanal know-how, the basis of which is based on a return to the very essence of recruiting: a personalized, human and tailor-made exchange. . It is therefore the workhorse of the agency, which specializes in the IT (IT) and digital professions. Lighting.
RECSI: when man takes precedence over algorithms
In France, this was revealed by a survey conducted by Pôle Emploi 79% of companies struggle to recruit for lack of candidates e 77% believe that the profiles do not perfectly match the position offered. With nearly 1,700 recruiting companies nationwide, this talent recruitment process enables the hiring of 20% of corporate executives 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 to the point that IT consultants do not communicate about the technologies they master. The most effective approach for a company therefore lies in highly targeted “hunting”, network management and relationship building. Hence the idea of offering an artisanal recruitment process, in order to humanize the process. This allowed us to have an opposite view with respect to the trend of the market in general. Associated with our very complete process, one of the most complete that exists elsewhere, we have distinguished ourselves. It has even become our marketing strategy. We reconstruct the organization charts of the companies in which we believe that the profiles are found and we approach them directly. It is painstaking work that allows us to reach profiles that do not appear on Linkedin or job boards. Then, we implement our process consisting of video, technical and HR interviews, referral checks, electronic reputation or candidate coaching, ”says Benjamin Lévi, founder of RECSI.
While algorithms are the order of the day in recruiting IT professions, this return to basics appears to appeal to talented clients. Indeed, Benjamin Lévi points this out nine out of ten customers are satisfied of his artisanal methods of recruiting.
Tailor-made support for recruiters: a long journey to success
The recruiting agencies are therefore preferred intermediaries companies looking for human resources. It should be noted that, very often, companies make use of their experience after long months of fruitless searches. They often have spent several hundred euros posting job advertisements on LinkedIn and / or job boards. Projects for which the position is needed are therefore suspended, which represents a multi-level loss for the company.
90% of the companies that contact the employment agency have a human resources department, says the expert. However, the hiring was not successful. It is then about rely on the know-how and skills of professionals entirely dedicated to this task and offer a tailor-made service: the search for current candidates, consultation of profiles, analysis of e-reputation, contacts, first exchanges, a first official interview or even passing tests. Head hunters perform operations that take time and identify, based on their experience in the field, interesting profiles.
By supporting recruiters in finding the right profile for the position offered, even if it is a significant financial investment, the agencies guarantee positive results, even if the process is long.
“On average, between the moment we start the search and the moment we present the first candidates, it takes four weeks. We have tried to shorten deadlines but below that recruitment is not optimal. continues Benjamin Lévi, rich in experience in the field that considers the very foundation of this artisanal and personalized know-how.
The manager of the company also specifies the profiles recruited in IT are not unemployed, which explains these rather long delays. They are all working professionals. After the negotiation, the entry of new talents into the company depends on the notice that must be given to leave the company. These deadlines are a guarantee of success for Benjamin Lévi who believes that through human and relational contact away from the automation of the very trendy processes of the moment, the hired profiles are invested and best embody the company’s values.
Recruitment, a professional and family project beyond geographical constraints
And this personalized support can go even further. With almost 400 annual hires, RECSI has created numerous collaborations to allow the talent and his family not to miss a professional opportunity due to the geographical distance. It was Benjamin Lévi’s first hires in the heart of Nîmes that led him to offer this additional service.
“During the first moments of the company’s life, I immediately realized that our customers were very interested in IT profiles. Instead, there were no candidates. So we had to find consultants who came from elsewhere. When married or in a couple with children, recruiting is more complicated if they live far away, especially when we know that some workers refuse work more than 20km from home. Still in this idea of tailor-made support, we have based our concept on mobility assistance topics. In France there is the Mobili-Pass. This is a state aid that allows anyone, if they leave their region for a permanent contract, to request a sum between 2,000 and 3,000 euros. This sum allows, among other things, to finance the trip, part of the move, for example the first rent. “
The founder of RECSI goes on to explain to us how long these formalities surrounding the Mobili-Pass are and can slow down some workers from the idea of changing their lives when 30 to 40% of annual hires fall within this framework. To manage these aspects within the agency, one person is totally dedicated to these administrative procedures to allow talents to carry out real life projects. And there are many collaborations. Moving companies that offer lower prices, real estate agencies, generalist recruitment agencies for the spouse of the hired profile, taxi company or VTC to facilitate transfers, but also a partnership with several banks, which will then take care of the resolution of all season tickets necessary for the family.
Projects and projection, pillars of human-based recruitment
The employment agency presents itself as a coaching expert. Benjamin Lévi and his team support their clients and their talents every step of the process.
Recruiting is constantly evolving. From now on, it is no longer the candidates who have to seduce companies, but the opposite. For this Benjamin Lévi personally accompanies the recruiters of his team. He helps them find the right questions to ask, the important criteria to pay attention to during the various exchanges, but he also invites their feelings. This personalized coaching is based on years of experience, profiles met, but also on deep knowledge of the labor market and more particularly the IT professions.
“Over time I realized that the decision to join the company was up to the candidate and no longer to the customer. And it goes far beyond the salary, the position, the tasks to be done. Candidates need two things: projects and projection. They must be able to give meaning to each of their decisions. “
According to the expert, projects and projections allow hired talent to consider a longer career within the company, when that is the current trend managers remain on average for three years in a structure. To limit turnover, it is therefore necessary to think about the future from the very beginning, during the recruitment phase. Giving him prospects for development and improvement, involving him in long-term projects of which he knows the details are all factors guarantee their desire to work, their motivation and their personal success.
Benjamin Lévi shares a final revelation by revealing the embodiment of the core values he transmits to his employees, client companies and recruited profiles on a daily basis. When one of his employees announces his future departure for new professional horizons, he remembers a sentence: “I have grown much more as a person than as an employee at RECSI”. And every employee who works alongside the founder shares this point of view, which becomes the red thread of the company. “My daily struggle is an adventure to be lived together. he concludes.
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