human expertise at the service of digital companies

Founded in 2013 by Benjamin Lévi, the RECSI recruitment agency 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, specialists support their clients’ HR departments with artisanal know-how, based on returning to the very essence of recruitment: a personalized, human and made-to-measure exchange. . It is therefore the flagship of the agency, specializing in IT (information technology) and digital professions. Lighting.

RECSI: when humans take precedence over algorithms

In France, a survey carried out by Pôle Emploi reveals that 79% of companies struggle to recruit for lack of candidates and 77% think the profiles don’t perfectly match the position offered. With around 1,700 recruiting companies across the country, this talent recruitment process allows for the hiring of 20% of business executives each year. While many of these agencies operate through an algorithm that matches employee profiles with employers’ job expectations and vice versa, others focus on a more artisanal, traditional method.

“I started my career in Luxembourg. It’s a very small country where everyone knows each other. Respect for confidentiality is essential to the point that IT consultants do not communicate about the technologies they master. The most effective approach for a business, therefore, is highly targeted “hunting”, network management and relationship building. It was from there that the idea of ​​offering a handcrafted recruitment process came naturally, in order to humanize the process. This allowed us to take an opposite view of the general market trend. Associated with our very complete process, one of the most complete that exists elsewhere, we stand out. It even became our marketing strategy. We reconstruct the organizational charts of the companies where we believe the profiles are found and we approach them directly. It’s meticulous work that allows us to reach profiles that don’t appear on Linkedin or job boards. Then we launch our process consisting of video, technical and HR interviews, reference checks, e-reputation or candidate coaching”, says Benjamin Lévi, founder of RECSI.

While algorithms are common in recruiting IT professionals, it seems that this return to basics is appealing to talent-seeking clients. Indeed, Benjamin Lévi indicates that nine out of ten customers are satisfied of their artisanal methods of recruitment.

Tailored Support for Recruiters: A Long Journey to Success

Recruitment agencies are therefore preferred intermediaries companies looking for human resources. It should be noted that companies often turn to their expertise after long months of fruitless research. they often have spent several hundred euros posting job advertisements on LinkedIn and/or job boards. Projects for which the position is required are therefore on hold, which represents a loss on several levels for the company.

90% of companies that contact the recruitment agency have an HR department, says the expert. However, the recruitment did not work out. It is then a matter of rely on the know-how and experience of professionals entirely dedicated to this task and offer a tailor-made service: searching for current candidates, consulting profiles, analyzing e-reputation, getting in touch, the first exchanges, a first official interview or even taking tests. Head hunters perform the lengthy operation and identify, based on your experience in the area, interesting profiles.

By supporting recruiters in the search for the right profile for the vacancy offered, although it is a significant financial investment, agencies guarantee positive results, although the process is long.

“On average, between the moment we start the search and the moment we present the first candidates, four weeks pass. We try to shorten deadlines, but below that, recruitment is not ideal. continues Benjamin Lévi, rich in experience in the area that he considers to be the very basis of this artisanal and personalized know-how.

In addition, the company manager specifies that IT recruited profiles are not unemployed, which explains these rather long delays. All are active professionals. After negotiations, the entry of new talent into the company depends on the notice he must give to leave the company. These deadlines are a guarantee of success for Benjamin Lévi, who believes that through relational, human contact, far from the automation of processes that is very much in vogue at the moment, the profiles recruited are invested in and better embody the company’s values.

Recruitment, a professional and family project beyond geographical limitations

And that personalized support can go even further. with almost 400 annual hires, RECSI created several partnerships so that the talent and their family do not miss a professional opportunity due to the geographic distance. It was the first recruitments carried out by Benjamin Lévi in ​​the heart of Nîmes that led him to offer this additional service.

“During the early days of the company’s life, I quickly realized that our customers were very fond of IT profiles. On the other hand, candidates were lacking. So we had to find consultants who came from other places. When they are married or in a couple, with children, recruitment is more complicated if they live far away, especially when we know that some workers refuse jobs more than 20 km from home. Still on this idea of ​​tailor-made support, we based our concept on mobility assistance arguments. In France, there is the Mobili-Pass. This is state aid that allows anyone, if they leave their region on a permanent contract, to claim an amount between 2,000 and 3,000 euros. This amount allows, among other things, to finance the trip, part of the move, the first income for example. »

The founder of RECSI goes on to explain to us how long these formalities around the Mobili-Pass are and can delay some workers from the idea of ​​changing their lives when 30 to 40% of annual recruitment falls within this framework. To manage these aspects within the agency, one person is fully dedicated to these administrative procedures to allow talent to carry out real-life projects. AND there are many partnerships. Moving companies with lower prices, real estate agencies, generalist recruitment agencies for the spouse of the recruited profile, taxi companies or VTC to facilitate transfers, but also a partnership with several banks, which will take care of the termination of all necessary subscriptions to the family.

Projects and projection, pillars of human recruitment

The recruitment agency presents itself as a coaching specialist. Benjamin Lévi and his team support their clients and their talents in each stage of the process.

Recruitment is constantly evolving. From now on, it is no longer the candidates who must seduce companies, but the opposite. For this, Benjamin Lévi personally accompanies the recruiters of his team. It helps them to find the right questions to ask, the important criteria to observe during the various exchanges, but it also invites them to their feelings. This personalized coaching is based on years of experience, profiles found, but also on deep knowledge of the job market and, more particularly, IT professions.

“Over time, I understood that the decision to join a company was the candidate’s and no longer the client’s. And it goes far beyond salary, location, tasks to be performed. Candidates need two things: the projects and the projection. They must be able to make sense of each of their decisions. »

According to the expert, projects and projection allow recruited talent to consider a longer career within the company, when the current trend is that executives spend an average of three years within a structure. To limit turnover, it is therefore necessary to consider the future from the very beginning, during the recruitment phase. Giving him perspectives for development and improvement, involving him in long-term projects in which he knows the ins and outs are factors that guarantee your willingness to work, your motivation and your personal success.

Benjamin Lévi shares a last revelation that reveals the realization of the fundamental values ​​that he transmits daily to his employees, client companies and recruited profiles. When one of his employees announces his future departure to new professional horizons, he remembers a phrase: “I grew much more as a person than as an employee of RECSI”. And every employee who works alongside the founder shares this point of view, which becomes the company’s red thread. “My daily struggle is an adventure to be lived together. he concludes.

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