Human experience in the service of digital companies

Founded in 2013 by Benjamin Lévi, recruitment agency RECSI stands out for its deep desire to put people at the center of the recruitment process. At the service of companies looking for new talent, experts support their clients’ HR departments with professional knowledge, whose foundations are based on a return to the core of recruitment: a personal, human, and tailored exchange. . Therefore it is the backbone of the agency specialized in information technology (IT) and digital professions. light.

RECSI: When humans take precedence over algorithms

In France, a survey by Pôle Emploi revealed that 79% of companies struggle to hire To the lack of candidates and 77% found that the profiles do not completely match the offered job. With nearly 1,700 recruitment companies nationwide, this talent recruitment process allows hiring 20% of business executives each year. While many of these agencies work via an algorithm matching employee profiles to employers’ employment expectations and vice versa, others focus on a more artisanal and traditional method.

“My career started in Luxembourg. It is a very small country where everyone knows each other. Respect for confidentiality is so essential there that IT consultants do not communicate about the technologies they master. So the company’s most effective approach lies in highly targeted ‘hunting’, network management and building Relationships This is where the idea of ​​introducing the literal recruitment process naturally came from, in order to humanize the process. This allowed us to take an opposite view of the direction of the market in general. Connected to our very complete process, one of the most complete that exists in any Elsewhere, we’ve differentiated ourselves. It’s even become our marketing strategy. We reshape the organizational charts of the companies we think profiles are in and deal with them head-on. It’s hard work allowing us to access profiles that don’t appear on Linkedin or work councils. Next, we begin our process consisting of video interviews, technical interviews, HR issues, reference checks, electronic reputation, or candidate training,” says Benjamin Levy, founder of RECSI.

While algorithms are common in hiring IT professions, this return to basics seems to attract clients looking for talent. In fact, Benjamin Levy points out that Nine out of ten customers are satisfied One of the methods of professional recruitment.

Tailor-made Support for Recruiters: A Long Journey to Success

So the recruitment agencies Preferred Brokers Companies looking for human resources. It should be noted that all too often, companies recall their expertise after months of fruitless research. They often have Spent several hundred Euros to post job ads on LinkedIn and/or work councils. So projects that require the job are on hold, which is a loss for the company on several levels.

90% of companies that contact a recruitment agency have an HR departmentexpert says. However, the recruitment was unsuccessful. It is therefore a matter Rely on the know-how and experience of professionals who are fully dedicated to this task And offer a personalized service: search for current candidates, consult with profiles, analyze online reputation, make contacts, first exchanges, first official interview or even take exams. Talent seekers Performing the process that takes a long time and identify interesting profiles, based on their experience in the field.

By supporting recruiters in the search for the right profile for the job offered, even though it is a large financial investment, agencies guarantee positive results, even though the process is lengthy.

“On average, between the moment we start our search and the moment the top candidates are submitted, four weeks pass. We have tried to shorten the deadlines but without that, recruitment is not optimal,” continues Benjamin Levy, who is rich in experience in the field which he considers to be the foundation of this knowledge. Craftsmanship and personality.

As the company manager determines it Designated IT profiles are not unemployed, which explains the rather long delays. They are all working professionals. After negotiations, the entry of new talent into the company depends on the notice he has to give to leave his company. These deadlines are a guarantee of success for Benjamin Levy who believes that through relational human communication far from automating processes so fashionable today, Designated profiles are invested and better embody the company’s values.

Employment, a professional and family project that transcends geographical restrictions

And this customized support could go even further. with approximately 400 annual recruitment process, RECSI has established many partnerships to allow the talent and his family not to miss a career opportunity due to geographical distance. Benjamin Levy’s first enlistments were at Nim’s heart, prompting him to offer this additional service.

“During the first moments of the company’s life, I quickly realized that our clients were very keen on IT profiles. On the other hand, there was a shortage of candidates. So we had to find consultants who came from elsewhere. When they are married or with a couple and they have children. ,recruitment is much more complicated if they live far away, especially when we know that some working people turn down jobs more than 20 kilometers from home.We are still in this idea of ​​tailored support, we have built our concept on the arguments of mobility assistance.In France, There is Mobili-Pass. This is a state aid that allows a person, if he leaves his territory to obtain a permanent contract, to claim an amount of 2000-3000 euros. This amount makes it possible, among other things, to finance the trip, part of the movement, the first rent on for example. “

The RECSI founder goes on to explain how long these formalities surrounding Mobili-Pass can take and can slow some workers at the thought of changing their lives when 30-40% of annual employment falls within this framework. To manage these aspects within the agency, one fully dedicates these managerial procedures to allow talent to carry out realistic projects. And There are many partnerships. Carriers offering lower rates, real estate agencies, general recruitment agencies for the particular profile pair, taxis or VTCs to facilitate transfers, but also partnership with different banks, which will then take care of terminating all necessary subscriptions for the family.

Projects and projections, pillars of human-based recruitment

The recruitment agency presents itself as an expert in training. Benjamin Levy and his team support their clients and their talents at Each stage of the process.

Recruitment is constantly evolving. From now on, candidates no longer have to seduce companies but rather the opposite. For this, Benjamin Levy personally accompanies the recruits on his team. It helps them to find the right questions to ask, important criteria to pay attention to during various exchanges, but also calls their feelings. This personal training is based on years of experience and profiles encountered but also on In-depth knowledge of the labor market In particular, information technology professions.

“Over time, I realized that the decision to join a company is up to the candidate, not the client. It goes beyond salary, position and tasks to be done. Candidates need two things: projects and projection. They need to be able to give meaning to each of their decisions.”

According to the expert, Projects and projection Allowing specific talents to consider a longer career within the company, when the current trend is that Executives stay an average of three years within the structure. To reduce turnover, it is thus necessary to consider the future from the first moments, during the recruitment stage. Giving him opportunities for development and improvement, and involving him in long-term projects that he knows their ins and outs are all factors. Ensuring their desire for work, motivation and personal success.

Benjamin Levy shares a recent revelation that reveals the embodiment of the core values ​​he conveys daily to his employees, clients, and particular profiles. When one of his employees announces his future departure in search of new career prospects, he remembers one sentence: “I have grown as a person much more than being an employee of RECSI.” And every employee working alongside the founder shares this view, which becomes the company’s red thread. “My daily struggle is an adventure to live together. He concludes.

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