Recruitment 360°
Strategic, human, sustainable
When recruiting becomes an act of leadership. Recruiting is not a technical task. It is a human decision with significant strategic implications.
Recruiting is not just about filling a position.
It means setting a course, influencing a culture, strengthening—or weakening—a community.
At Noetica Consulting, recruitment is approached as an act of leadership.
It involves the quality of the leader's thinking, the clarity of the actual need, the maturity of the organization, and the human responsibility for the decision.
That's why I never focus solely on how to recruit, but first on why, for whom, and with what intention.
A 360° approach: think before you act
Sustainable recruitment does not begin with an advertisement or sourcing.
He begins with a careful assessment of the situation, the context, and the real issues at stake.
My support is structured around five stages, designed as a continuum of decision-making rather than a series of tasks.
I am Christine Bessiere, an HR consultant certified by the École du Recrutement, a level 6 RNCP-certified professional coach, and a member of the ICF (International Coaching Federation). I don't just assist with recruitment, I also support executives in making decisions about people who will have a lasting impact on their organization. Successful recruitment depends not only on the market, but also on the thinking that precedes the decision.
My role does not end with the shortlist or the signing of the contract. I act as Sparring partner for the executive, from clarifying the actual need to integrating and securing the new recruit.
I propose a recruitment solution 360°, designed to save you valuable time and secure your recruitment with the most strategic.
A comprehensive approach in 5 steps
1. HR audit & strategic clarification
- Before taking any action, I conduct a thorough needs assessment:
- organizational context,
- business challenge,
- managerial dynamics,
- corporate culture,
- explicit and implicit expectations
This phase allows us to distinguish between:
- the advertised position
- the role actually expected
- and the human posture necessary to assume it.
This is a crucial step, often overlooked, but essential to securing the future.
2. Targeted sourcing & talent hunting
Sourcing here is not a race for volume. It is targeted, precise, and respectful.
I prefer:
- direct hunting of aligned profiles,
- the quality of exchanges
- a meticulous and demanding candidate experience
Each application is assessed based on:
- business skills,
- but also human, relational, and cultural coherence.
Every candidate pass two interviews before being presented :
- 1 telephone interview
- 1 structured interview via video conference and/or in person (scorecards, psychometric tests, etc.)
3. Structured interviews and informed decision-making
Interviews are conducted using a structured approach, incorporating:
- clear scorecards
- a careful reading of postures,
- weak signal analysis
My role is not to make decisions for you. It is to help you think clearly, to be objective without dehumanizing, and to make discerning decisions.
I position myself here as a sparring partner for the executive, working to ensure that the right decision is made.
4. Pre-boarding : secure the relationship before taking up the position
Signing the contract is not the end.
It's a transition.
At Noetica, signing the contract is just one step.
Our true signature is relational.
I always include a pre-boarding phase, focused on mutual alignment, clarification of expectations, and the quality of the relationship before starting the job.
This focus on people from the outset helps prevent misunderstandings, build lasting trust, and pave the way for smooth and committed integration.
5. Onboarding coaching—the first 100 days
Recruitment is often decided in the first few months.
That's why I include personalized onboarding coaching for the first 100 days, at a rate of two sessions per month.
This support aims to:
- secure the position,
- support the employee's posture,
- streamline managerial relations,
- promote sustainable and effective integration.
👉 Here, coaching is not just a “plus.” It provides a space for alignment, clarification, and reassurance, all in the service of successful recruitment.
What this approach changes in concrete terms
- Clearer and more confident hiring decisions
- A better fit between the person, the role, and the culture
- Secure and sustainable integration
- Fewer breakups, fewer disappointments, more consistency
- Enhanced human and organizational performance
In summary: less chance, more accuracy.
Why this approach is different
Because I never separate:
- leadership recruitment,
- human performance,
- the method of thinking.
I do not act as an external service provider but as a committed decision-making partner working alongside you on sensitive issues.
What makes the difference
• Dual expertise: Strategic HR & RNCP-certified professional coaching
My approach combines a keen understanding of human dynamics with a structured understanding of organizational leadership. It's not just about finding the right profile, it's about securing the decision, supporting integration, and strengthening team cohesion.
• Ethics & excellence in the candidate experience
An all-inclusive offer and secure
✔ No hidden cost
✔ I take care of the entire process from A to Z
✔ And for even more peace of mind, I offer my clients a insurance replacement :
In the event of a breach of contract in the first trial period.
Recruit better, recruit sustainable
Sustainable recruitment is based on intentional searching, careful assessment of skills, and a demanding alignment between the person, the position to be filled, and the culture of the organization.
He strikes a precise balance between professional expertise (hard skills) and interpersonal and behavioral intelligence (soft skills), enabling him to make fair and constructive decisions.
I am here to help you build a strong team, with the right people, for the right reasons, and at the right time.
They trusted us
Frequently asked questions
What is a scorecard of recruitment ?
A scorecard of recruitment is a tool used to assess and track candidates throughout the recruitment process. This scorecard is designed to help recruiters to measure the skills, the experience and the qualifications of candidates against the requirements of the position. The scorecard of recruitment can include criteria such as technical skills, behavioural skills, professional experience, cultural appropriateness, previous achievements, references and other relevant factors to the job. Each criterion is usually rated on a scale preset to allow an assessment of
objective. Using a scorecard of recruitment, recruiters can easily compare candidates and make decisions based on specific criteria. This helps to ensure a more structured approach and equitable recruitment process, helping to identify the most qualified candidates and to minimize the potential bias. In summary, a scorecard of recruitment is a valuable tool to objectively evaluate the candidates and make informed decisions during the recruitment process.
What is a structured interview ?
A structured interview is a systematic, disciplined approach used in the recruitment process to assess candidates objectively and fairly. Using a series of predefined questions and clear evaluation criteria, the interview allows you to get relevant information on the skills, experience, and behaviors of the candidates. The main advantage of the structured interview in the framework of a strategic recruitment lies in its ability to provide reliable and comparable data, to make hiring decisions informed. By eliminating the bias and focusing on pre-defined criteria, this interview helps to identify the candidates most suited to the specific needs of the business, thus facilitating a more accurate selection and relevant. By implementing a process of structured interview, companies can improve the quality of their recruitment process, reduce the risk of errors of selection and to strengthen their capacity to attract and retain key talent. In addition, this professional approach enhances the reputation of the company in terms of recruitment, demonstrating its commitment to fairness and transparency in its practices of human resources management.
Contact me for a brief or an exchange of exploratory.
I would be delighted to accompany you.
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