{"id":810,"date":"2021-01-01T20:56:01","date_gmt":"2021-01-01T19:56:01","guid":{"rendered":"http:\/\/wordpress.p574366.webspaceconfig.de\/?p=810"},"modified":"2026-01-28T11:07:21","modified_gmt":"2026-01-28T10:07:21","slug":"le-veritable-probleme-dans-le-processus-de-recrutement-2","status":"publish","type":"post","link":"https:\/\/senator-partners.de\/fr\/blog\/das-eigentliche-problem-im-recruitingprozess-2\/","title":{"rendered":"Le v\u00e9ritable probl\u00e8me dans le processus de recrutement (2)"},"content":{"rendered":"<p class=\"wp-block-paragraph\"><strong>Le&nbsp;<em>proprement dite<\/em>Probl\u00e8me dans le processus de recrutement (2)<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ce n'est pas sans raison que les portails d'\u00e9valuation d'employeurs tels que kununu ou Glassdoor proposent des rubriques sp\u00e9cifiques permettant aux candidats d'\u00e9valuer le d\u00e9roulement du processus de candidature ou de l'entretien d'embauche. Si des critiques sont effectivement formul\u00e9es ouvertement, les entreprises doivent absolument les prendre au s\u00e9rieux et y r\u00e9agir de mani\u00e8re appropri\u00e9e, tant dans leur communication externe que dans l'adaptation de leurs processus internes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Faire appel \u00e0 une expertise externe<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Mais que peuvent faire les entreprises ? Souvent, la cl\u00e9 du succ\u00e8s r\u00e9side dans la collaboration entre les responsables des ressources humaines et les services op\u00e9rationnels. Lorsque les services op\u00e9rationnels, en raison d\u2019une charge de travail quotidienne \u00e9lev\u00e9e, communiquent leurs besoins en personnel bien trop tardivement ou ne donnent leur avis sur les candidats propos\u00e9s qu\u2019avec un retard consid\u00e9rable, cela est certes compr\u00e9hensible, mais constitue n\u00e9anmoins un v\u00e9ritable d\u00e9sastre pour le processus de recrutement. Le recrutement doit non seulement \u00eatre reconnu par toutes les parties prenantes comme l\u2019un des facteurs d\u00e9cisifs pour la r\u00e9ussite de l\u2019ensemble de l\u2019entreprise, mais cette prise de conscience doit \u00e9galement se traduire dans les faits.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cela signifie que les services sp\u00e9cialis\u00e9s prennent \u00e9galement conscience de leurs responsabilit\u00e9s au sein du processus de recrutement et fixent les priorit\u00e9s qui s'imposent. Pour cela, le soutien de la direction est indispensable, tout comme la recherche conjointe de solutions. Souvent, le recours \u00e0 une instance neutre, sous la forme d'un cabinet de conseil en ressources humaines, s'av\u00e8re utile dans ce contexte. Les consultants externes sont mieux \u00e9cout\u00e9s, peuvent aplanir les points de discorde et aider, en collaboration avec toutes les parties prenantes, \u00e0 d\u00e9finir des processus efficaces et faciles \u00e0 mettre en \u0153uvre. Cela concerne aussi bien l\u2019utilisation de syst\u00e8mes techniques que la d\u00e9finition obligatoire de d\u00e9lais de r\u00e9ponse et de r\u00e8gles de communication avec les candidats.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">C'est sur cette base commune que les processus internes sont ensuite&nbsp;<em>en fait<\/em> Ce n'est plus un probl\u00e8me.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">* <a rel=\"noreferrer noopener\" href=\"https:\/\/karrierebibel.de\/bewerbung-verschickt-keine-antwort\/\" target=\"_blank\">Sondage aupr\u00e8s des lecteurs. Qu'est-ce qui vous agace le plus dans le processus de candidature ?<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">** <a rel=\"noreferrer noopener\" href=\"https:\/\/www.roberthalf.de\/presse\/bewerber-werden-immer-ungeduldiger\" target=\"_blank\">\u00c9tude sur le march\u00e9 du travail r\u00e9alis\u00e9e par Robert Half, 2018<\/a><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">\u00c0 propos de l'auteur<\/h3>\n\n\n\n<figure class=\"wp-block-image size-large is-resized\"><a href=\"https:\/\/senator-partners.de\/fr\/projet\/dr-armin-betz\/\"><img decoding=\"async\" src=\"https:\/\/senator-partners.de\/wp-content\/uploads\/2021\/01\/Betz_qq-1024x768.jpg\" alt=\"\" class=\"wp-image-2120\" width=\"468\" height=\"350\"\/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><a href=\"https:\/\/senator-partners.de\/fr\/projet\/dr-armin-betz\/\" data-type=\"project\" data-id=\"2086\">Armin Betz<\/a><\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Apr\u00e8s avoir obtenu ses dipl\u00f4mes d'ing\u00e9nieur en g\u00e9nie automobile et d'ing\u00e9nieur en gestion, il a d\u00e9but\u00e9 sa carri\u00e8re professionnelle dans l'industrie automobile, dans les domaines de la vente, du d\u00e9veloppement et du marketing, et a \u00e9galement pass\u00e9 un an au Japon chez l'un des plus grands \u00e9quipementiers automobiles.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Il a ensuite rejoint un constructeur automobile haut de gamme de renomm\u00e9e mondiale, o\u00f9 il a occup\u00e9 les fonctions de charg\u00e9 de marketing produit pour le Japon et l'Am\u00e9rique du Sud, puis de charg\u00e9 de marketing strat\u00e9gie pour l'Am\u00e9rique du Nord et l'Am\u00e9rique du Sud.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En 1994, il a d\u00e9cid\u00e9 de se mettre \u00e0 son compte et a fond\u00e9 un cabinet de conseil en ressources humaines \u00e0 Munich, dont il assure le d\u00e9veloppement et l'expansion depuis plus de 20 ans. En tant que directeur g\u00e9n\u00e9ral, ses principaux domaines d'activit\u00e9 sont bien s\u00fbr le secteur automobile ainsi que la construction de machines et d'installations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sa th\u00e8se de doctorat dans le domaine du diagnostic d'aptitude vient compl\u00e9ter \u00e0 merveille ses domaines de comp\u00e9tence, notamment en mati\u00e8re de conseil en ressources humaines et de conseil aux entreprises. Cette th\u00e8se porte sur l'identification et la mise en \u00e9vidence des traits de personnalit\u00e9 typiques des ing\u00e9nieurs, ainsi que sur la d\u00e9finition des axes de d\u00e9veloppement n\u00e9cessaires \u00e0 une carri\u00e8re professionnelle r\u00e9ussie.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Celles-ci sont d\u00e9duites scientifiquement et pr\u00e9sent\u00e9es dans l'ouvrage \u201e Eignungsdiagnostik im Praxiseinsatz \u201c.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Parall\u00e8lement, il s'attache \u00e0 mettre en place des r\u00e9seaux et des mod\u00e8les de coop\u00e9ration, ainsi qu'\u00e0 am\u00e9liorer en permanence les syst\u00e8mes et les processus dans le domaine du conseil en ressources humaines.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Au cours de ses 20 derni\u00e8res ann\u00e9es d'activit\u00e9 dans le conseil en ressources humaines, il a d\u00e9velopp\u00e9 plusieurs marques qui connaissent encore aujourd'hui un grand succ\u00e8s sur le march\u00e9.<\/p>","protected":false},"excerpt":{"rendered":"<p>Das&nbsp;eigentlicheProblem im Recruitingprozess (2) Nicht ohne Grund bieten Arbeitgeberbewertungsportale wie kununu oder glassdoor eigene Rubriken, in denen der Ablauf des Bewerbungsprozesses bzw. des Vorstellungsgespr\u00e4chs von Kandidaten bewertet werden kann. Kommt es tats\u00e4chlich zu offen kommunizierter Kritik, sollten Unternehmen diese unbedingt ernst nehmen und entsprechend darauf reagieren \u2013 sowohl in der Au\u00dfenkommunikation als auch in der [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":811,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","iawp_total_views":30,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-810","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Das eigentliche Problem im Recruitingprozess (2) - Senator Partners<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/senator-partners.de\/fr\/blogue\/le-veritable-probleme-dans-le-processus-de-recrutement-2\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Das eigentliche Problem im Recruitingprozess (2) - Senator Partners\" \/>\n<meta property=\"og:description\" content=\"Das&nbsp;eigentlicheProblem im Recruitingprozess (2) Nicht ohne Grund bieten Arbeitgeberbewertungsportale wie kununu oder glassdoor eigene Rubriken, in denen der Ablauf des Bewerbungsprozesses bzw. des Vorstellungsgespr\u00e4chs von Kandidaten bewertet werden kann. Kommt es tats\u00e4chlich zu offen kommunizierter Kritik, sollten Unternehmen diese unbedingt ernst nehmen und entsprechend darauf reagieren \u2013 sowohl in der Au\u00dfenkommunikation als auch in der [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/senator-partners.de\/fr\/blogue\/le-veritable-probleme-dans-le-processus-de-recrutement-2\/\" \/>\n<meta property=\"og:site_name\" content=\"Senator Partners\" \/>\n<meta property=\"article:published_time\" content=\"2021-01-01T19:56:01+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-01-28T10:07:21+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/senator-partners.de\/wp-content\/uploads\/2021\/01\/blog_blog-Outplacement-b-a_017a8356.png\" \/>\n\t<meta property=\"og:image:width\" content=\"610\" \/>\n\t<meta property=\"og:image:height\" content=\"450\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Senator Admin\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"\u00c9crit par\" \/>\n\t<meta name=\"twitter:data1\" content=\"Senator Admin\" \/>\n\t<meta name=\"twitter:label2\" content=\"Dur\u00e9e de lecture estim\u00e9e\" \/>\n\t<meta name=\"twitter:data2\" content=\"3 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/senator-partners.de\\\/blog\\\/das-eigentliche-problem-im-recruitingprozess-2\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/senator-partners.de\\\/blog\\\/das-eigentliche-problem-im-recruitingprozess-2\\\/\"},\"author\":{\"name\":\"Senator Admin\",\"@id\":\"https:\\\/\\\/senator-partners.de\\\/#\\\/schema\\\/person\\\/b588ce17269b52c7c457d0ef89560af3\"},\"headline\":\"Das eigentliche Problem im Recruitingprozess (2)\",\"datePublished\":\"2021-01-01T19:56:01+00:00\",\"dateModified\":\"2026-01-28T10:07:21+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/senator-partners.de\\\/blog\\\/das-eigentliche-problem-im-recruitingprozess-2\\\/\"},\"wordCount\":506,\"image\":{\"@id\":\"https:\\\/\\\/senator-partners.de\\\/blog\\\/das-eigentliche-problem-im-recruitingprozess-2\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/senator-partners.de\\\/wp-content\\\/uploads\\\/2021\\\/01\\\/blog_blog-Outplacement-b-a_017a8356.png\",\"articleSection\":[\"Blog\"],\"inLanguage\":\"fr-FR\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/senator-partners.de\\\/blog\\\/das-eigentliche-problem-im-recruitingprozess-2\\\/\",\"url\":\"https:\\\/\\\/senator-partners.de\\\/blog\\\/das-eigentliche-problem-im-recruitingprozess-2\\\/\",\"name\":\"Das eigentliche Problem im Recruitingprozess (2) - 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