Par François Combes
Ce billet inaugure une série d’articles écrits par François Combes et Anne-Laure Raffestin. Rédigés sur différents blogs, ils s’attaqueront aux idées reçues rencontrées à propos des réseaux sociaux : recrutement, community management, Twitter ou encore Facebook seront au programme.
Les médias sociaux ont pris en quelques années seulement une importance incroyable en ligne. Au point que Facebook mette à mal la suprématie de Google en matière de trafic… Les spécialistes du marketing et de la communication se sont bien sûr placés rapidement, promettant monts et merveilles aux entreprises. Les ressources humaines n’ont pas tardé à suivre. La possibilité de contacter directement des candidats, de promouvoir sa marque employeur ou encore de pouvoir chasser à grande échelle attire forcément.
Comme pour toute nouvelle activité, les usages se cherchent encore. Certains tiennent un discours euphorique, clamant la fin des autres modes de recrutement. D’autres, au contraire, descendent ces nouveaux outils, les jugeant inutiles et inadéquats. Le non-initié se retrouve donc perdu entre deux feux et se retrouve forcé à l’immobilisme par manque d’informations fiables. Qu’en est-il vraiment ? Quels sont les mythes et les vérités quand on aborde le sujet du recrutement sur les médias sociaux ?
Le CV papier est mort
C’est un discours que l’on entend de plus en plus. Le CV papier (ou électronique au format PDF ou Word) serait sur sa fin, supplanté par les CV en ligne et les profils sur les réseaux sociaux. Nous sommes évidemment bien loin de cet état de fait. Le CV est encore utilisé par la quasi-totalité des entreprises et des RH et reste un résumé formaté de ses expériences qui fait référence.
N’oublions pas qu’une majorité de personnes n’utilise pas les réseaux sociaux en matière de recrutement, aussi bien chez les candidats que chez les recruteurs. Et cela risque de durer ! Tous les métiers ne sont pas adaptés à ce type de candidatures et de mises en avant de ses compétences. Que ce soit un blog ou un profil en ligne à la Doyoubuzz, les nouveaux formats viennent bien compléter le CV classique mais servent des objectifs différents : être trouvé via Google, gérer son identité numérique ou encore accéder de partout à ses références. Une utilisation conjointe peut donc être suggérée. Mais ne rangez pas encore votre CV en version doc !
L’utilisation des réseaux sociaux est gratuite
Si vous côtoyez les DRH et autres chargés de recrutement, vous le savez déjà probablement : leur temps est compté ! Ces métiers font partie de ceux qui ont une masse de travail qui n’en finit jamais. C’est d’ailleurs un des principaux freins à l’adoption des réseaux sociaux, ces derniers étant particulièrement chronophages. Entre le temps de formation, le temps passé à maîtriser les outils, à sourcer ou encore à créer du contenu pour promouvoir sa marque employeur, l’utilisation de ces outils nécessite un poste à plein temps… Et a donc un coût finalement élevé.
C’est évidemment sans compter les coûts liés à leur utilisation : comptes premium ou recruteurs, créations d’applications, campagnes de communication pour faire venir du monde sur les pages créées, coûts de formation… Les dépenses peuvent rapidement décoller. Car créer gratuitement des espaces qui restent vides ou les utiliser que partiellement pour ne pas avoir à dépenser serait assez peu utile. On peut donc difficilement parler de gratuité, bien au contraire.
A suivre…
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