The approach leads a procession of dilemmas

License of the Training Institute of the profession of insurance, contract of apprenticeship in Generali... Arrived in the mails of the leaders of Carat Capital box, the CV of Mélanie Peracca, twenty-three years, fell to. October 1, student at the Ecole supérieure of Paris insurance became the first employee of Carat Capital, via a contract in alternation. Faced with increasing activity, patterns of the wealth management firm committed to hire. After careful consideration: "We hesitated to recruit for several months," says its founder Sandrine Genet who, since the establishment of Carat Capital, end of 2006, only worked with her husband. But the fear of turning round tipped us. "Same reflex in Miliboo:"We had no other choice but to grow,"said its President, Aline Buscemi. Since the launch of this website for the sale of furniture in 2007, she has recruited 21 persons and seek 2 additional employees.

Thus, in 2009, nearly 800,000 hirings would have carried in France in enterprises of fewer than 10 employees. And SMEs emploieraient 55 of the national workforce. However, for a business leader, recruiting is not a harmless Act. The approach leads a procession of dilemmas. Sandrine Genet evidenced: "hire generates anxiety, including hardware, because wages are fixed charges."

The fear of having to separate prematurely a collaborator remains. "Rupture with partners or employees of the first hour is likened to a divorce," observed Pierre Kosciusko-Morizet, founder of PriceMinister who, two weeks after the opening of the merchant site in 2000, hired 9 employees, without care to 4 partners have already taken.

The maquis of the contracts

Uncertainties that have convinced some to reach. Especially in times of economic gloom. "In times of crisis, priority is given to flexible structures," said Vincent de Vaissière, remained alone at the helm of the VcomV firm since its inception in 2004. If after an excellent year 2008 I had recruited, I probably should entice away a few months later! "But for this former Director of communications at PPR, it is also a question of philosophy:"I get more in addition to unsolicited applications." And I don't know what their answer, tells the Vaissière Vincent. I do wish to recruit any: e j sell "sewn hand". I am my clients from A to Z. In addition, my interlocutors, to high places, positions need to have a contact with me without intermediaries.

In fact, delegating is not always simple. "It is said that person will not sell your business as well as itself", observes Sandrine Genet. This is why SMEs are reluctant to focus on outsourcing, sometimes more economically than a hiring. "We have too the concern of the customer for the subcontract", provides Aline Buscemi. If a telephone number matches each of the eight countries where Miliboo sells its products, employees who won the combined are, at the headquarters, near Annecy. Once the decision to swell its ranks, the puzzle begins. Because, on pain of disappointment, "it is essential to formalise its recruitment, and of looking at things in the long term," provides Gilles Daniel, ITC skills responsible, a network dedicated to HR in SMEs.

Of course, it is imperative to think about what you assign employees to the first hour: must delegate administrative tasks, expand its commercial teams, develop its technology Of course, it is essential to explore the maquis of the contracts: apprenticeship, internship, Pact partner or CSD... But you should also know attract candidates knowing that cannot guarantee them the comfort of a large group. And especially, plan to retain them by anticipating their evolution. With 6 employees, Marc Adamowicz, co-founder of Happyview.fr, first sale of sunglasses site registered by social security, understood: "I take the time to post cards, define tasks, I set limits to find out so far to go, says.". The challenge is to find people to the company. But must be necessarily accept to be wrong, because it's to assess the human beyond technical skills.

A mixture of skills

How, indeed, find the rare Pearl The case is sensitive. Because entrepreneurs are rarely trained human resources. And in a small company, a Director-General must, at a time, office of Chief Financial Officer, commercial Director and HRD. And, often in the Emergency Department. What commit of odd. "The error of entrepreneurs is to recruit people who are like them." Because it is a mixture of skills, recommends Serge Preira, Director télévente France in recruitment Monster site. "Leaders must ask disturbing questions." But, and it is human, "some bosses tend to hire people from lower skills." "It is difficult to manager highly educated the people or who have a vision of advance," concedes Serge Preira.

The skills are not all: in small structures, the human report is on the rise. "In Generali, if there was no chemistry between individuals, they could turn to other members of the team." "In an SME, it is imperative that the current passes," says Mélanie Peracca. Number of patterns therefore go there "with the feeling". "We build more on personalities than on the CV, even form our recruits." With people motivated, everything is possible, said Aline Buscemi. On the other hand, some perfectly qualified candidates themselves are never integrated.

Also, beyond the specialized sites, agencies acting or firms recruitment, SMEs focus of-mouth, to find profiles... and keep them. In PriceMinister, which has 200 collaborators, "we have recruited many friends of our employees to form the core of our teams," says Pierre Kosciusko-Morizet." When an employee feels well in a company, it feels like to help grow.