A M A S Y N G – HR
YOUR HUMAN RESOURCES AND INTELLIGENCE DEVELOPMENT PARTNER
AMASYNG HR was born with the motivation of creating a new concept of Consulting firm,
based on energy acceleration, and with the desire to share our experiences
and our know-how of more than 20 years in the fields of :
RECRUITMENT,
HARD SKILLS & SOFT SKILLS HUNT,
TARGETED JOB SEARCH COUNCIL,
DEVELOPING SKILLS AND INTELLIGENCE,
DEVELOPMENT OF HR POLICIES.
FOR ANY APPOINTMENT, PLEASE COMPLETE THE FORM BELOW
DURING OUR APPOINTMENTS WE ARE GOING TO GIVE YOU THE CLUES …
… HOW TO GET THE JOB
… HOW TO RECRUIT GOOD
CV databases, job boards, social networks … As you know, recruitment has gone online. A boon for candidates and companies, provided so well they choose the appropriate job board websites and use different recruitment tools effectively.
ARE CANDIDATES CLOSER TO THE JOB & COMPANIES THEY WANT TO REACH ?
ARE COMPANIES CLOSER TO THE GOOD CANDIDATES ?
It’s true, time to set communications between candidates and companies is shorter, thanks to Digital Transformation. Nevertheless, recruiting good and keep satisfaction on both sides, is still difficult, and it also has never been so difficult to find and to keep the good opportunity as it is today.
So, how to get THE job, and how to recruit GOOD ?
WHY REACHING A HUMAN RESOURCES COMPANY OR A HEADHUNTER ?
Consulting firms in Human Resources, are supporting individuals, teams, and organizations, in their choices of integration, development, internal or external mobility; and more broadly on their issues of HR policy, corporate values, etc.
IS THERE A POSSIBILITY TO IMPROVE THE PROCESSES ?
Usual methods of recruiting are in some ways no more enough:
In The United States, we experienced, from the spring of 2021, a phenomenon of mass departures of workers, called the ‘ Great Resignation’. This expression refers to the “ Great Depression ” of the 1930s. These other parameters of job market have to be analyzed; please click this link to get more information about it: MORE INFO
Any new replacement of an employee has significant financial consequences for the company that is faced with it.
When an employee leaves on his own, his departure also has a considerable impact on the morale of the team.
IN ORDER TO LIMIT THE IMPACTS OF RESIGNATIONS, IT IS NECESSARY TO DIG DOWN DEEPER INTO THE POSSIBLE REASONS :
CASE 1 : One of your employe is not satisfied with the work environment or with your company’s offer :
Most employees when they decided to join a company, they have fully expressed the wish to invest in this relationship over the long term. Thus, you’ll have to analyse the root cause of this sudden lack of loyalty to his/her current employer, you.
Once you would have analyzed it, you’ll have to correct the elements highlighted, in order to avoid repeated resignations.
AMASYNG has the expertise to support you in this process and to manage, step by step, the pathway you’ll have to go through. Let us know about your particular issue, by filling this form:
CASE 2 : You really don’t know it already, but you have bad recruitment practices :
Some companies and recruitment firms still use methods that do not value the development of a long-term relationship between the recruiter and the recruit.
Recruitment techniques must also evolve in order to always better build a real match between two worlds that meet.
AMASYNG has defined successful recruitment processes, in order to give you the clues & support you in your processes. Let us know about your particular issue, by filling this form:
CASE 3 : Maybe your company or your processes don’t allow any career prospects:
More than 70% of employees, have resigned due to an impossibility to evolve. How to face to that reality ?
In Human Resources, it’s impossible to improvise career development plans. And, an organization does not always allow career development for everyone. Thus, you’ll have to take decisions and make the necessary change :
- Defining solutions,
- Providing motivation to your team in order to structure changes in responsibilities for everyone,
- Make it possible,
- Induce involvement in the work always growing.
- …
AMASYNG has the experience to analyze organizations and to define with you the accurate solutions that fit your company. Let us know about your particular issue, by filling this form:
CASE 4: One of your employees has suddenly special life circumstances:
One of your employees wished to leave to settle elsewhere or to follow their spouse, for example. In those cases, you will not be able to do anything to change the trajectory.
CASE 5 : Your company has uninspiring workplace culture :
If you think that you are always right because you’re the Manager, if people are thinking you are deaf to advice, this section is for you.
Hiring people who will have no impact on your business, who will have no importance in their position, can have serious consequences for your business.
In Human Resources, recruiting also means agreeing to give responsibilities to your best ambassadors: Your employees.
Recruiting and choosing to manage everything yourself, by cutting off your collaborators from decision-making and reflections can, in many cases, be a strategic error.
If departures and resignations are organized in your company for this reason, not taking any decision to change the trajectory is suicidal.
AMASYNG will advise you, and build a constructive approach with you. Let us know about your particular issue, by filling this form:
CASE 6 : One of your employee thinks he/she has insufficient remuneration :
Does your company offer competitive benefits and salaries to your employees?
Does your business relate to the current job market?
If so, no one can retain someone indefinitely by mere financial means.
If not, AMASYNG has the experience to analyze your environment and to define with you the best incentive rewards or the best increase in salary, by giving sense to those decisions. Let us know about your particular issue, by filling this form:
IN ORDER TO REDUCE RESIGNATIONS & TO IMPROVE BOTH SIDES SUSTAINABLE SATISFACTION,
AMASYNG SET UP NEW RECRUITMENT PROCESSES :
As you will have understood, when you are recruiting, you can control a large number of parameters with a lot of Intelligence (Human & AI) in order to optimize and limit resignations. So, first you have to focus on good decisions making.
And, as we focus on good decisions making on recruitments, we are 100 % sure, candidates are not missing. So that nothing will miss, you’ll have precisely to match, Experts who want to express themselves in your Company, and your processes you created to secure your recruitment.
In order to secure non only the recruitment, but moreover the success of recruitment and keep going satisfactions, it seemed important to us to define a new layer of recruitment process, in addition to those already in place.
Within AMASYNG, we have defined specific processes, based on cognitive sciences.
Even more, it’s then a question of no longer working only to satisfy objectives defined by recruiters, but also of showing some real new priorities felt:
- GIVE ENVYANCE,
- ONBOARD THE HUMAN & HIS VALUES,
- GIVE SENSE TO DECISIONS,
- CREATE STRONG IDENTITIES WITH COMPANIES THAT RECRUIT,
- FIND IDENTITY COMPATIBILITIES,
- BOARDING THE PROJECTS OF THE COMPANY THAT RECRUITS, THE MOTIVATIONS OF THE EXPERTS RECRUITED,
- LISTENING TO CONTINUE TO DEVELOP THESE MOTIVATIONS AFTER RECRUITMENT,
- BE GRATEFUL FOR THE WORK DONE,
- LIVING ABOVE ALL A HUMAN ADVENTURE, TO INCREASE EVERYONE’S OBJECTIVES.
At AMASYNG, candidates we are not calling them ‘candidates‘.
At AMASYNG, we are conviced that everyone is Expert of something :
Therefore if you candidate, we’ll consider you as an ”Expert”. Moreover, we do think that everyone is Expert of a lot of things. And in our workshops, you will be surprised to discover all your expertise.
Be sure, you don’t know yet how much you’re Expert of a lot of things.
The first step : At AMASYNG, in HR what is more important is HUMAN RESOURCES :
YOU are what is more important for you.
You are your most important ressources, for you.
.
How we’re sure that you are the most important ressources for you ?
“Cognitive science has made spectacular advances over the past twenty years.
They are mature enough today to deliver the keys to brain functioning”,
Pierre-Marie LLEDO,
Director of the neuroscience Department at the Institut Pasteur,
Director of research at the CNRS.
To reach a deeper explanation we do recommend:
”The Science behind predicting job performance at Recruitment
.
Second of all, in our communications, the reward circuit plays a major role in individual and group motivation, as well as in improving cognitive functions.
If you’re convinced that you’re the most important resources for you,
share with us your next desires and expectations you want to work on :
Or send us a mail at : HR.neurons@amasyng.com
Developping your intelligence … Across huMan intelligences, Artificial-intelligenceS & our SYNerGies
If you’re not yet convinced that you’re the most important resources for you,
Share with us your contact form and we’ll work with you to show you how much you’re an Expert in a lot of things :
Or send us a mail at : HR.neurons@amasyng.com
Developping your intelligence … Across huMan intelligences, Artificial-intelligenceS & our SYNerGies