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Le jugement des candidats par les entreprises lors des recrutements

Listed author(s):
  • Guillemette De Larquier


    (EconomiX - UPN - Université Paris Nanterre - CNRS - Centre National de la Recherche Scientifique, CEE - Centre d'études de l'emploi - M.E.N.E.S.R. - Ministère de l'Éducation nationale, de l’Enseignement supérieur et de la Recherche - Ministère du Travail, de l'Emploi et de la Santé)

  • Emmanuelle Marchal

    (CSO - Centre de sociologie des organisations - Sciences Po - CNRS - Centre National de la Recherche Scientifique)

This text presents an original exploration of the French Ofer survey (Offre d'emploi et recrutement, 2005) on the recruitment practices of firms. The aim is to understand how firms organize their selection processes and how they use screening methods to assess the applicants' quality. We show that it has an impact on the profiles of those hired. First, descriptive statistics allow us to measure the variety (in quantity and quality) of selection methods and processes according to: i) occupations and skills, ii) firms size and constraints of coordination, and iii) recruitment channels. In the second part of the text, we reduce to 7 indicators the characterization of selection processes, and we obtain a typology of assessments operated by firms: standard, streamlined, contextual and formalized. Ceteris paribus, we notice that different types of assessments favour particular profiles. The most formalized assessments penalize people older than 50 or without diplomas.

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Paper provided by HAL in its series Post-Print with number halshs-00677786.

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Date of creation: 03 Nov 2008
Publication status: Published in Document de travail du Centre d'études de l'emploi, n°109. 2008, pp.41
Handle: RePEc:hal:journl:halshs-00677786
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