Posted at 6:00 a.m.
IT (information technology) companies have had the wind in their sails since the start of the pandemic. Talk to Victrix, who hired 50 employees in one year. “Our teams are growing enormously,” says Christine Leblanc, talent acquisition and international mobility advisor for the firm, which has offices in Quebec City and Montreal. “We are IT specialists and it takes IT to work remotely. So we are overworked. »
PHOTO YAN DOUBLET, THE SUN
Christine Leblanc, Talent Acquisition and International Mobility Advisor, Victrix
To fill several positions quickly, the company relied on people “who wanted to learn”, without necessarily having the perfect profile, all the technical and academic requirements or the skills specific to the positions advertised. “It allowed us to keep our heads above water, admits Christine Leblanc. It takes a base, but it doesn’t matter if you don’t have such a requirement. We hired people who had the knife in their teeth. We gave them a training course. »
In other words, Victrix has focused on soft skills during the hiring process. The company of 150 employees inquires in particular about the candidates’ open-mindedness, their sense of responsibility, their ability to collaborate and their desire for a job well done. “The way of hiring changed a few years ago,” explains Noellie Dias, human resources consultant for Iceberg Management.
Quietly, we began to hire for potential and attitude rather than experience or perfect skills in a business field.
Noellie Dias, human resources consultant of Iceberg Management
“We talk about professionalism, honesty, autonomy, initiative, adaptability, team spirit, lists Sophie Maignan, senior director, recruitment, Radar HeadHunters. In short, soft skills. Who are we? How do we collaborate? »
At Victrix, 75% of hiring criteria are given to soft skills and 25% to knowledge. “It takes 12 to 18 months to develop skills, while a personality is difficult to change,” summarizes Marianne Lemay, president and employee experience specialist at Kolegz.
Pro-applicant market
PHOTO PROVIDED BY KOLEGZ
Marianne Lemay, President and Employee Experience Specialist at Kolegz
The candidate-friendly market is obviously no stranger to this way of approaching them. “Hiring for soft skills has always been there, but it wasn’t named like that,” explains Marianne Lemay. Today, the difference is that the candidates are kings. As we have access to fewer people, we lower our criteria in terms of skills. »
According to Sophie Maignan, most companies on the current market now express their desire to recruit based on a candidate’s know-how. “It is prioritized, because we are in a situation of one-upmanship for job offers, she confirms. The market is in favor of candidates who, themselves, linger over the skills of the employer during the interview. Indeed, they generally seek to work for a company that has values similar to theirs and the company culture is important to them. »
“Montreal is an IT hub,” notes Noellie Dias, for example. We understood very quickly that to target the youngest, we had to focus on potential and attitude. »
Accelerated process
PHOTO ROBERT SKINNER, THE PRESS
Sophie Maignan, Senior Director, Recruitment, Radar Chasseur de talents
The fact that the hiring process is accelerated is not negligible. “You have to be very quick because of the current market,” says Sophie Maignan. Sometimes you have to combine several steps into one. However, relying on soft skills allows you to make decisions more quickly. »
“In the manufacturing industry, it can be a 15-minute call and you’re hiring right away! illustrates Marianne Lemay. We rely on printing on the phone. We are in a labor crisis, so we have no choice but to shorten or make a process attractive. »
But how not to be mistaken and how to believe a candidate who claims to have the desired attitude? “I rely on the motivations of the person interviewed, answers Christine Leblanc. We can find what turns the person on. Is it infallible? No. It’s not zero fault. »
We must adapt our questions, understand the non-verbal. Tell me about yourself… The way of meeting people has changed.
Sophie Maignan, Senior Director, Recruitment, Radar Chasseurs de talents
“That said, the basis remains: questionnaire, market analysis, profiles sought,” she adds.
In fact, everywhere in the world, the recruitment process is the same, notes Noellie Dias. “Whether in Canada or Senegal, I try to attract candidates through postings, in job fairs, I select, I hire and I integrate. What will be different is the posture in which I do it. Google has a friendlier posture than a mining company in Senegal, for example. This posture is different depending on the culture of the company. »
PHOTO PROVIDED BY ICEBERG MANAGEMENT
Noellie Dias, human resources consultant of Iceberg Management
In recent years, we have also had to convince organizations to change their posture, notes Noellie Dias. “That said, interpersonal skills do not apply to all trades, but when you encounter a knot, she warns. Each folder is different. For some clients, they will have to fill positions according to the methods of 20 years ago. For others, we will sit down to find out what is not working. Should we change display platforms? Lighten the technical side that can scare candidates? »
However, to build on soft skills followed by training, you have to make sure you have the resources in-house. The recruit must be officially supported. “We include training in the employment contract,” says Christine Leblanc. And the employee is told that he must commit to doing it. »
“You have to avoid distorting yourself,” says Noellie Dias. We have to be realistic. These are discussions to have in a strategic plan. Any type of change must be analyzed. We must avoid selling dreams and false promises. »