Hello Annie, could you briefly introduce yourself and tell us a bit about your career at
Inforca?
Hello Alisée! My role involves identifying, attracting and retaining the best talent to meet our internal needs and those of our clients, such as Eiffage, because, as you know, Inforca is a digital services company.
To give you a brief overview of how my journey began (quickly!), I joined Inforca in October 2020. At the time, we had neither an HR department nor any infrastructure in place. There was no induction booklet, no LinkedIn page – nothing to facilitate recruitment. So I set up an HR dashboard to create and manage a talent pool that we could draw on, and I built and managed the CV database.
OK, can you tell us about the recruitment process at Inforca? I’m sure lots of people would be interested!
We’ve set up several stages for the recruitment process. Every stage, from identifying potential candidates to onboarding them, is clearly defined and shared across the team. For example, for a role such as a network engineer in Monaco or a PMO (Project Management Office) position, we have access to all the CVs and potential candidates in our talent pool, whilst complying with GDPR regulations.
From the very first month, I recruited people for the government, and then we started working with Eiffage. I applied the standards used by recruitment agencies, even though I’d never worked in an IT services company before. The timelines are different; we have to present a shortlist of candidates and prepare CVs according to a specific template. We rose to the challenge successfully and have established the process as a permanent feature.
In fact, we’ve made a lot of hires in Monaco, and our consultants are still working here. A word to the wise…
Let’s get to the heart of the matter: what qualities do you look for in a candidate?
When I’m recruiting, I don’t focus solely on technical skills. Whether it’s for a developer or a manager, I look for the same qualities: a collaborative spirit, the ability to listen, intellectual curiosity, the ability to work across teams and to propose solutions.
Technical skills can be updated through training and certifications, but it’s essential that the candidate aligns with the core values required by the role and the client’s culture. For example, at Eiffage, they always prioritise behaviour and values that match their DNA. I therefore focus more on the candidates’ personality, commitment, motivation and mindset.
How would you describe your approach to strategic recruitment and talent management?
My approach is based on maintaining a strong presence and communicating effectively through our various tools. I also nurture my personal network, which speeds up our recruitment processes.
My aim is generally to present at least two qualified candidates within fifteen days of a vacancy being advertised. It is also essential to ensure clear communication about our company and to create targeted job advertisements.
I have developed an induction booklet to help new employees quickly understand who does what within the company. We are also implementing a referral scheme to encourage our staff to get involved.
Furthermore, I am committed to inclusivity. To illustrate this, I recently recruited a blind employee and a person with high intellectual potential (HPI). I also ensure gender equality in our recruitment processes. My HR approach is tailored to the specific needs of each individual.
Annie, Head of Talent Acquisition at Inforca
Given your inclusive approach to recruitment, which encompasses such diverse profiles as blind people and those with high intellectual potential (HPI), how do you ensure your employees remain employable?
From the moment they join us, for example, we offer developers training programmes and certifications, notably Ibexa certifications (which validate cybersecurity skills at various levels: analysts, practitioners and experts).
I ensure that our employees constantly keep their skills up to date. But what matters most to us is having happy, committed and respected employees.
What are the key skills and qualities you look for in candidates for technical roles such as full-stack developers or those specialising in cybersecurity?
For me, beyond the technical skills acquired during their academic studies, I also value personal projects.
For example, those who have developed games or worked in large organisations are particularly attractive candidates due to the complexity of the projects they have led. We also encourage our staff to obtain certifications as soon as they join us to ensure their long-term employability.
It is essential for us to have staff who not only possess cutting-edge technical skills, but also the ability to adapt and a commitment to continuous learning.
Can you tell us about a recent initiative you’ve led to improve the recruitment process or strengthen your company’s employer brand?
We recently recruited a community manager to boost our visibility and credibility on our internal platforms. This measure plays a crucial role not only in attracting talent but also in winning over new clients. The visibility and appeal of our employer brand are major challenges in our sector!
Given the importance you attach to community management in particular, how do you envisage recruitment evolving in your field over the coming years?
Artificial intelligence is already in use and helps us with tasks such as searching for candidates. However, I firmly believe in a human-centred approach to recruitment. Candidates must feel valued and respected throughout the process. We use AI to optimise our processes, but we must also be mindful of its ethical and effective use.
My experience in assessing managerial skills in Paris has taught me the importance of tailoring each assessment to ensure that the candidate is truly aligned with our clients’ expectations. Every company has its own culture and its own needs. I would like to develop more initiatives such as gamifying recruitment (through serious games) or team-building events to strengthen our employer brand.
Our employees are our best ambassadors, and their involvement is essential for attracting new talent.
Interview by A.F., Head of Digital Development and Events at Inforca, with Annie, Director of the Talent Acquisition Division
