HR coffee morning: bringing perspectives together to better understand recruitment

At Valeur Plus, we believe that the best way to advance practices is to create dialogue between the various players in the employment market. It was in this spirit that we organised a coffee morning on 25 September at our offices, bringing together our clients and three of our trainers from the TRE (Job Search Techniques) platform.

The aim of this gathering was simple: to offer a friendly space to discuss the HR function and the recruitment process, comparing the views and realities of HR professionals with those of candidates, drawing on the many insights gathered during our TRE workshops. Three major themes emerged from this morning rich in exchanges.

1. How the HR function is perceived: between support and control

TRE participants shared a mixed perception of Human Resources:

• A positive view when HR is seen as a source of solutions: mediation in the event of disagreements, support in difficult situations, or the implementation of outplacement solutions. In these cases, HR appears as a valuable partner.

• A more negative view when HR is associated with the role of management's "enforcer". Some recounted experiences of being ghosted after applying, or a degree of dehumanisation of the processes.

Among the HR professionals present, this perception was acknowledged. They pointed out that:

• The role of managers ahead of dismissals (warnings, preparatory meetings, clear communication) is essential to ensure that everything does not rest on HR at the critical moment.

• Employees also have a share of responsibility: knowing how to pick up on the signals, paying attention to feedback and taking ownership of their role in the working relationship.

These exchanges illustrate the importance of a better distribution of roles and more transparent communication. It is precisely with this in mind that Valeur Plus offers training for managers, in order to strengthen their stance and give them the tools they need to fully play their role.

2. Application files: what recruiters really look at

This theme allowed us to get down to specifics: how recruiters read and assess application files.

The HR professionals present explained that, even though they use ATS (Applicant Tracking Systems), these tools mainly serve to centralise and organise applications, rather than to filter them automatically. Application files are indeed read one by one, which confirms the importance of taking care over their quality.

A few key points stood out:

• CV:

  • Recruiters favour documents that are clear, structured and tailored to the role. Experience should be developed rather than listed too briefly.

  • A photo is often considered useful, as it helps with identification and the human connection.

  • A length of two pages is preferred over a page that is too condensed, particularly when the candidate's background is extensive.

  • AI should be used with caution: an overly standardised CV is quickly spotted and can undermine the candidate's credibility.

• Cover letter:

  • Contrary to popular belief, it is read carefully.

  • It should complement the CV, explain career choices and bring a more personal dimension.

  • A letter generated by AI is quickly spotted and its lack of authenticity is poorly received.

• Consistency:

  • Alignment between the CV, cover letter, certificates and LinkedIn profile is essential. Inconsistencies quickly create doubt.

In short, the application file remains a balancing act between clarity, personalisation and authenticity. These are aspects we regularly address in our TRE workshops, where Valeur Plus supports candidates in optimising their profile and preparing for their job search.

3. The job interview: the question of salary at the centre of discussions

During the HR coffee morning, one subject came strongly to the fore: transparency and consistency in salary negotiation.

From the participants' side, the importance of arriving at the interview with clear expectations, directly linked to the job description, was emphasised. This preparation helps to frame the discussion and avoid misunderstandings.

Another key point was raised: maintaining a consistent position throughout the process, whether in discussions with HR or with the future manager. Changing one's message depending on the person can weaken the application.

From the HR side, it was noted that the question of salary remains sensitive, but that a clear and consistent stance on the candidate's part facilitates dialogue and strengthens their credibility.

In short, salary negotiation is not only a matter of figures: it also reflects the candidate's preparation, consistency and professionalism.

Beyond recruitment

At the end of this gathering, one conclusion stands out: recruitment cannot be reduced to an administrative procedure. It involves essential human dimensions that influence the relationship between an organisation and its employees, both current and future.

The way an organisation recruits, onboards, supports and lets go of its employees contributes directly to its image and its employer brand. It is with this in mind that Valeur Plus supports its clients, whether through manager training, career transition or outplacement, in order to foster more transparent, human and consistent practices.

From this perspective, training managers so that they fully take on their role, taking care over career transitions and offering tailored support in the event of departure (outplacement) emerge as essential levers. These are practices that both improve the employee experience and durably strengthen the appeal of organisations.

Produced by Alexandre Peltier, Marjorie Epailly and Fabiola Ahatri, trainers on the TRE platform