Our Advice To candidates


Visibility on social networks


As we enter the digital age, presence on the Internet and even more so on social networks has never been so crucial. With an eye to LinkedIn and Viadeo in particular, the social networks are now clearly part of the landscape of potential-candidate reserves for recruiters. Although they have not replaced traditional job boards, they have become essential tools for headhunters and companies.


As a candidate, you should not expect to miraculously find a recruiter on a social network, but remember that web activity will triple your employability potential for operators in the marketplace.

Interview: in person or by Visio


Rule number one for a successful interview: prepare. Even a very charming dilettante will not make a good impression on a recruiter!


  • Find out about the company and its projects and positioning if you know its identity.
  • Inventory your career path, underlining your strengths and achievements.
  • List your strong and weak points.
  • Identify your motives for wanting the job.
  • Describe your experience clearly to facilitate understanding, giving precise examples. Point out connections between your experience and what you have understood about the nature of the vacancy. Feel free to take notes if you think you need to.
  • Remember that the law does not allow recruiters to ask you questions of a discriminatory nature and that you do not have to answer such questions.

Follow the progress of your application


Feel free to send a summary email to your contact (company and/or consultant) to thank them and confirm your main motives – but do not overdo it! If the interview was held on the company’s premises without the consultant, call them to provide feedback.

Meeting with the company


Finding out about the company before the meeting (its sites, products, markets, competitors, development projects, etc.) is a preliminary initiative that can make all the difference. It will help to convince your contact that you are motivated to join the company.


Be curious, take an interest in them and their needs and expectations. Question them about issues, background, organisation, etc. (without being too intrusive!) in order to ensure that your message matches what they want to hear – in other words, how you can help them solve their problem. Listen, leave them to speak and resist the understandable temptation to try and convince them at all costs with a linear presentation of your history and experience without responding to their expectations. Point out connections with your past duties and significant achievements that are relevant to the job offered, and of a nature to persuade them that you have what it takes to fill the role and successfully carry out the initiatives they expect of their future staff member.

Assessment tools (personality questionnaires, tests, assessment center, etc.)


Different assessment tools (especially personality questionnaires and role playing) are used in addition to the interview. They do not provide absolute truths. Everybody changes according to situation and context. However, these tools can offer insights and supply an image of yourself at a precise point in your career in relation to the job sought.


So do not hesitate to discuss your results with the certified consultant. They can provide keys to an understanding of yourself and your behaviour in a work situation, better enabling you to identify areas where there is room for improvement and draw conclusions to optimise your skills.

Negotiating the final phase of a recruitment


If you feel the recruitment process has been positive and has put you in a position to choose to join the company or not, be perfectly ‘clean’ at the negotiating stage and do not try the ‘Colombo trick’. Coming out with a new demand to add to the package, one you have not previously mentioned to the consultant, can only destroy the trust you have steadily built up in your partnership.

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