Hi Annie, in a few words, could you introduce yourself and tell us a bit about your career at
Inforca?
Hi Alisée! My role is to identify, attract and retain the best talent to meet our internal needs and those of our customers, such as Eiffage, because as you know, Inforca is an ESN (Entreprise de Services du Numérique).
To tell you the story behind my career (quickly!), I joined Inforca in October 2020. At the time, we had no HR department and no infrastructure in place. There was no welcome booklet, no LinkedIn page, nothing to facilitate recruitment. So I set up an HR dashboard to create and manage a pool of talent that we could mobilise, and built and managed the CV library.
OK, can you tell us about the recruitment process at Inforca? That's likely to interest a lot of people!
We've set up several cycles for the recruitment process. Each stage, from the identification of potential candidates to their integration, is well defined and shared. For example, for a position such as network engineer in Monaco or PMO (Project Management Office), we have access to all the CVs and potential candidates in our pool, while complying with RGPD rules.
Within the first month, I was recruiting people for the government, and then we started working with Eiffage. I applied the standards of recruitment agencies, even though I'd never worked in an ESN before. The deadlines are different; you have to present a shortlist of candidates and prepare CVs according to a specific template. We successfully met the challenge and made the process permanent.
In fact, we've recruited a lot of people in Monaco, and our consultants are still based here. Let's hear it...
Let's get to the heart of the matter: what qualities are you looking for in a candidate?
When I'm recruiting, I don't just focus on technical skills. Whether it's a developer or a manager, I'm looking for the same qualities: a collaborative spirit, the ability to listen, intellectual curiosity, the ability to work across disciplines and to propose solutions.
Technical skills can be updated with training and certification, but it's essential that the candidate is aligned with the fundamental values of the job and the client's culture. For example, at Eiffage, they always favour behaviour and values that match their DNA. So I focus more on the personality, commitment, motivation and psychology of candidates.
How do you define your approach to strategic recruitment and talent management?
My approach is based on careful presence and communication via our various tools. I also cultivate my personal network, which speeds up our recruitment processes.
My objective is generally to present at least two qualified candidates within a fortnight of a vacancy opening. It's also vital to ensure clear communication about our company and to create targeted job offers.
I have developed a welcome booklet to help new employees quickly understand who does what in the company. We are also setting up a co-optation scheme to encourage our employees to get involved.
In addition, I'm keen to be inclusive. To illustrate this, I recently recruited a blind employee and a person with high intellectual potential (HPI). I also take care to ensure gender equality in our recruitment. 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, with profiles as diverse as visually impaired people and people with intellectual disabilities, how do you ensure that your employees maintain their employability?
For example, as soon as they join the company, we offer developers training plans and certifications, in particular Ibexa certifications (certifying cybersecurity skills at different levels: analysts, practitioners and experts).
I make sure that our employees are constantly updating their skills. But the most important thing for us is to have happy, committed and respected employees.
What are the main skills and qualities you look for in candidates for technical positions such as fullstack developer or cybersecurity specialist?
For me, over and above the technical skills acquired during their academic career, I also value their personal projects.
For example, those who have developed games or worked in large groups are particularly interesting because of the complexity of the projects they have led. We also encourage our employees to obtain qualifications as soon as they join the company to guarantee their employability in the long term.
It's essential for us to have employees who not only have advanced technical skills, but also an ability to adapt and a commitment to continuous learning.
Can you tell us about a recent initiative you've undertaken to improve the recruitment process or strengthen your company's employer brand?
We recently recruited a community management person to strengthen our visibility and credibility on our internal tools. This plays a crucial role not only in attracting talent, but also in winning over new customers. The visibility and attractiveness of our employer brand are major issues in our sector!
Given the importance you attach to community management in particular, how do you see recruitment in your field developing in the years ahead?
Artificial intelligence is already here, helping us with tasks like profile searches. However, I firmly believe in a human approach to recruitment. Candidates need to feel unique and respected throughout the process. We use AI to optimise our processes, but we also need to be vigilant about using it ethically and effectively.
My experience of assessing managerial skills in Paris has taught me the importance of personalising 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'd like to develop more initiatives like gamification of recruitment (through serious games) or team-building events to strengthen our employer brand.
Our employees are our best ambassadors, and their involvement is essential in attracting new talent.
Interview with Annie, Director of Talent Acquisition, by Alisée, Digital Development and Events Manager at Inforca.
