According to an article in “Courrier Cadres”, 96% of employees think it is important to be on good terms with their manager. However, it is difficult to identify at the interview whether the relationship between the manager and the future employee will be favourable… In fact, for the relationship to work, it must be long-term, ensuring that the future recruit has all the necessary elements to carry out his or her tasks and achieve his or her objectives, while allowing the latter to express themselves freely or to put forward their ideas. So… Good news! Even if managing a team of collaborators cannot be improvised, WeSuggest is there to accompany you in this mission, from the moment of recruitment.
Onboarding adapted to the candidate 🚀
As you know, WeSuggest is constantly seeking to improve in order to offer you the most complete solution possible. Today, we have noticed that in a society in search of meaning, engaging employees from the moment of recruitment is essential and the manager has a great responsibility in this issue. Indeed, the role of the manager consists of listening, accompanying, helping people to grow, and communicating, in order to give meaning to the actions of each and everyone in the team. Also, a good manager is generally recognised by his or her soft skills and emotional intelligence! Taking into account the expectations of a team, the ability to listen actively and to understand the motivational levers and obstacles of each person enables the manager to engage, develop potential and adapt his or her communication to motivate and inspire.
However, it is difficult to identify the needs of a candidate whom you do not know well and whom you are meeting for the first time… This is why we have decided to accompany you.
A new module to support you 😁
Here we go… We are pleased to present our brand new module dedicated to the managerial preferences of your candidates. The idea of this new module is to go beyond the evaluation of your candidates’ soft skills, by offering you to identify at a glance the main managerial needs of your future recruits, and to propose the management style that best matches their needs. As a bonus, we also offer you simple tips to apply in your management to meet these needs.
This new module is not intended to pre-select your candidates on this basis, but rather to provide an initial informal approach, which will give you indications on how to better integrate the employee into his or her team and the company. In short, the objective of this new module is to provide you with all the keys to offer an onboarding adapted to each candidate, to put him or her at ease, and to encourage his or her development and commitment within the company.
According to a study by APEC, 94% of executives consider it important to do a job that has meaning. And to achieve this objective, the first step is for the manager to support the candidate in his or her job, by explaining why the work is important and what its purpose is in the short and long term. So, whether your candidate feels a strong need for encouragement, support, or autonomy for example, you will have all the keys to support them, and thus encourage their commitment to your organisation. Want to try out this new feature? Nothing could be easier! Register for free on WeSuggest, and benefit from 3 free evaluations to discover your candidate in all his facets.
The criteria that make a difference to candidates
As many experts point out, skills, know-how, experience, etc. can be acquired, but behaviour and personality (behaviours, motivations, aptitudes, emotional intelligence, etc.) are much more complicated to change. This is why it is preferable to focus on the personality of the candidates if you want to keep the person in the long term.
Always assume that candidates’ personalities and skills are unique and therefore trying to transform them to fit the managerial style can lead to frustration and disengagement.
The candidate must fit in with the team first and foremost, and a successful team is made up of several personality types. If the candidate only fits in with the manager, and not with the team, this will create communication and collaboration problems.
It is important that the candidate feels comfortable in his or her job: if he or she feels pressure to adapt to the demands of the manager, this can create dissatisfaction and also stress.
The steps to follow 🗺
Through this Fit Manager, we give you tips on how to…
- Get to know the candidate better by assessing their soft skills, motivators and main managerial needs, in order to adapt as much as possible to their expectations,
- Create a climate of trust and exchange with them,
- Find out the results and advice on how to meet your needs,
- Apply these tips from the proposal and onboarding stage.
At WeSuggest, we are committed to developing new functionalities, always with a view to helping you gain time, efficiency and reliability in your recruitments! We hope you will appreciate this new feature. Test the business models for free by registering on WeSuggest and get 3 free evaluations. Any questions? Would you like to see another business model appear that we may have forgotten? Do not hesitate to send us all your remarks and/or suggestions directly by email to firstname.lastname@example.org. Our product teams will be happy to get back to you.