"Making it simple is certainly the most sophisticated goal in the world" (Steve Jobs). While all companies today want to "become more agile", "build a startup culture" or "lighten their processes", new management methods are gaining momentum, foremost among which is lean management. This method of fight against waste, initially developed in the industrial environment, can allow very important performance gains if it is applied to recruitment.

The recruitment interview is first and foremost an opportunity to get to know the candidate who is applying in your company and to evaluate his skills and abilities to join your team. But recruiters spend their day trading with candidates, and each of these exchanges is a mine of information about your competitors and your position in the market. So, how can you use your recruitment interviews to serve other teams in your company?

Artificial intelligence (AI) is expected to replace 16% of HR jobs within the next 10 years. While this doesn’t necessarily mean you will be without a position, it does mean that your time will free up with this technology’s integration.

There are many similarities between marketing and recruitment. The recruiter seeks to "sell" a job to a candidate, while the salesperson sells a product to a customer with marketing support. So, can we imagine mobilizing marketing in support of recruitment?

When you picture the future of recruitment, what do you see? Will you have high-tech recruitment agency software that instantly searches the whole population to find candidates for you? Maybe you’ll have less work as people are replaced by robots. Perhaps, you’ll start recruiting human-like robots.