Reinventing Recruitment – Podcast Summary with Charly Gaillard.
- Jennyfer MONTANTIN
- 4 days ago
- 3 min read
Updated: 3 days ago
Today, we are facing an urgent need to reinvent recruitment and work practices. Indeed, one in two recruitments fail, and two out of three candidates report having a less positive image of a company after applying.
I had the pleasure of interviewing Charly Gaillard, CEO of Sneakers and Jackets, who shares his expertise on recruitment and the issues encountered, both on the side of candidates and companies.
I. The new recruitment rules.
The goal of recruitment is to match a need, a context, a company, and a professional project. It's not simply a matter of matching a job offer with a profile, but rather of taking into account the overall environment.
“Recruiting is almost a science.”
Candidates' expectations are for a company with a sincere message, embodying its values in action, while offering autonomy, freedom and flexibility.
"That's the art of recruitment, being able to systematically tailor-make it."
Today, a divide persists between candidates and companies. The former seek to understand internal processes and decision-making criteria; the latter want to better assess candidates' career plans.
II. New forms of work.
Employer branding is becoming crucial in the context of a war for talent. The rise of freelancing calls into question integration methods and collaboration strategies. It's about "selling" a project in which freelancers can thrive.
Beyond freelancers, employees themselves are questioning their relationship with work, particularly around overcommitment. This is leading to the implementation of teleworking, part-time work, and even a rethink of salary policies.
"The slasher phenomenon is a healthy thing."
We're moving toward a project-based approach, expanding our experiences and missions. This diversification meets the need for meaning and variety in our work. It's often difficult to stay aligned with a single, fixed position. However, some companies are still looking for "five-legged profiles," without always allowing for the expression of extracurricular activities.
III. How to implement winning recruitment?
For Charly Gaillard, companies must demonstrate clarity and authenticity in their recruitment process. He suggests incorporating more human-oriented questions during interviews, such as:
If we had lunch together tomorrow, what would we talk about?
What do you expect from the company and the position offered?
If you could change one aspect of the mission, what would it be?
If you were to join us tomorrow, would there be anything that would hold you back?
This last question often allows us to identify any potential blockages upstream.
The growing use of artificial intelligence in recruitment also raises questions. Charly Gaillard remains cautious about the idea of entrusting candidate selection to algorithms, highlighting the risk of dehumanizing the process.
Let us not lose sight of the fact that the real objective of recruitment is twofold:
Candidate and company satisfaction.
The company's ability to grow through its talents.
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In light of our guest's testimony, the frustrations related to recruitment are clearly apparent, both on the part of candidates and recruiters.
Do these tensions result from a mismatch between current practices and new expectations? From an underestimation of the investment each recruitment represents? Or from the evolution of power relations, where dominant logics are giving way to a more collaborative model?
References for further reading:
Recruitment reinvented , Isabelle Bastide.
Contact Charly Gaillard:
Website: https://www.sneakers-jackets.com/
Linkedin @ Charly Gaillard
Contact Jennyfer Montantin
Instagram @blossomtalents
Linkedin @ Jennyfer Montantin
HR Community Meetup in Paris @ RH à Paris
On your podcast platforms:Ausha , Spotify , Google Podcasts , etc.
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