The recruitment, which aims to attract candidates with the qualifications and skills to fill available positions and vacancies, are framed by a specific regulation. While free enterprise allows free choice of employees, it remains so unless freedom is limited by hiring certain restrictions, such as: the obligation of the employer to notify the ANPE about any vacancy in its business (art L311-2 of the Labor Code), the priorities of hiring and rehiring, the prohibition of discrimination (Article L122-45) and the management of the recruitment phase (art L121-6 and 7).
[...] In addition, to reduce delays and costs of recruitment, e-recruitment can reduce administrative tasks: the "Systems Optimization Recruitment” sorts volumes of applications and notices and they are published at a lower cost on the website . It offers seamless access, free and instant access to candidates who take their profiles directly in the CV database. Another technique, "the speed Networking" was inspired by "speed-dating", allows pre quick contact between recruiters and candidates, filling cell sorting of resumes and supplying professional networks. [...]
[...] Finally, in a changing competitive environment, recruitment difficulties are obviously related to the difficulties of anticipating the positions and skills. Regarding small and medium enterprises, it appears that they do not give enough attention to the anticipation and selection of candidates. In general, they are limited to unsolicited applications for staff recommendations and advertisements in the first time and the analysis of job application forms and interviews, in the second time. Moreover, they face the legal and financial disincentives. Finally, it should be noted that the practice of "traditional" recruitments are inefficient so far as the job requires and the expected profiles are not always well formulated. [...]
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