25 November 2020
Testimonial from Jesna Nekhouf, Human Ressources Director for DOCARET
Interview led by Malika Moussaoui Nice to meet you, can you introduce yourself briefly ? I am Jesna Nekhouf and Human Resources Director for Docaret. Following my studies within a French Business School with a specialization in Human Resources, more specifically on HR digital management, I joined Docaret during my last year of specialization with a work-study contract. At that time, the General Manager used to handle the recruitment area over the various roles. At the end of this yearly contract, Docaret offered me to take over the Human Resources management. It is now 3 years since I joined the team ! How have you met and required the services of TOD ? I have first known TOD when I took the Spirit of TOD questionnaire as a collaborator of Docaret. Then, after a proposal of Docaret’s managing directors, TOD went through a collective restitution of Spirit of TOD of our management team, which resulting as an immediate positive impact on a daily basis. Based on this first internal feedback, we wished to introduce TOD’s solutions to some of our customers, the purpose of Docaret is to offer technical assistance through delegated resources or direct recruitment. What is your feedback on TOD ? First, I did appreciate above all the individual audio restitution which resonated mostly to me. As a matter of fact, beyond the key messages, I really appreciated that someone took the time to record his voice and explained what the Spirit of TOD reveals on my profile. Then, the collective restitution of the Spirit of TOD survey within the management team brought us together, as it gave us the opportunity to tell freely what we wanted, to accept each feedback on our individual reactions. We better understood what each of us could feel, how each of us deploys his work and what suited best individually. It helped us to better know each other and to easily improve the way we can interact. Moreover, we decided to choose an access to the platform T2B, TOD To Business, to manage the recruitments for our customers. This tool runs well. It is intuitive and very practical. I have indeed the autonomy to ask our candidates to take the Spirit of TOD, also with a support from TOD. This enables me to have the full view of our applicants’ profile regarding their human values and their involvement capabilities. It conveys an image of a more attractive employer brand oriented to the person itself prior to the technical competencies. The candidates are sensitive to this, so are we. Would you recommend TOD today and can you explain why ? Yes, I do recommend TOD and specially for two areas : first for team management, whatever the activity of the company, the TOD’s ability truly enables to understand the key motivations of teams and create a new collective dynamic. And then, as a help to decision making and recruitment, with the specific TOD’s alongside support to get the individual profile analysis through an audio restitution, a much unique and differentiating approach compared to other services on the market.
25 November 2020
Feedback from Cédric Halbout, production manager at Mc Phy
Interview by Malika Moussaoui Hello, can you introduce yourself in a few words? My name is Cédric Halbout and after a career as an engineer specialized in industrial engineering, I am now production manager of a site in the Drôme at Mc Phy – a manufacturing site for hydrogen charging stations. A real topical subject today! I’m in charge of the production, reception, warehouse and supply teams; it’s a small team but one that is destined to grow very strongly given the company’s trends and ambitions. With a versatile, results-oriented profile, teamwork is important to me and I am very attached to valuing the contribution of each individual within the collective project. In which context did you know and call upon TOD? Well, as part of my active search during the summer of 2020, an opportunity to be put in touch with TOD presented itself and rather echoed my managerial experience both in terms of discourse and TOD’s positioning. The adequacy of technical and human skills with the ability to be part of a team dynamic seemed relevant and essential to me. I was also curious about the playful approach of spirit of TOD and it was easy to do. We had an open discussion with Olivier Petit. There were a series of steps before he presented my case to the client. Olivier Petit challenged me on my contribution in terms of skills and attitude, including my values. And after two phases of interviews with the managers of Mc Phy, we chose each other. What is your feedback experience with TOD? With TOD, I find that there were easy discussions, a human approach, listening and a good quality of exchange to evaluate what could correspond both to TOD’s client and to me. I appreciated TOD’s support, which was manifested through advice and attention. Olivier really positioned himself as a facilitator by putting his cards on the table and in this process, we really worked together with a common goal. I never felt like a free agent as I had experienced with a recruitment agency. On the contrary, with TOD, the approach was different because I felt accompanied from beginning to end with a certain distance from Olivier, who knows how to be close to his clients as well. Would you recommend TOD today and why? Today, I think that I can only recommend TOD because it allowed me to find a job in a great company. With a month and a half of hindsight, beyond the missions that correspond well to me, I find my place in the group and in the company. It doesn’t fall short of my expectations and I think I can say that it’s reciprocal from the company’s point of view. As far as integration is concerned, it’s going well. I am confident for the future. I don’t think there were very many applications. By acting as a filter, TOD is committed to the selection of candidates and has real expertise in this area.
6 November 2019
Feedback from Gildas du Cléziou, CEO of Ferdinand Bilstein France
One year after, Gildas du Cléziou, Managing Director of Ferdinand Bilstein France testifies One year after, Gildas du Cleuziou, General Manager of Ferdinand Bilstein France (Bilstein group), testifies: What is Bilstein France? We are a fast-growing SME with 80 employees, supported by a team united by years of experience and strong human values. We believe in teamwork, trust and respect for people. We needed to strengthen the management team, with skills for a position with high level of responsibility, without altering our strength, which are our values. What were your fears? In this context, I had a certain reluctance to consider people coming from large groups without experience of lighter structures, or “SME culture”, where transparency is required and politics is harmful. What attracted you in TOD’s approach? The TOD approach, based on a free expression of the talent’s aspirations, values and identification of its strengths, broke the barriers. I was particularly interested in the analysis of the candidates’ profiles and their audio presentation: a very pragmatic analysis that included a clear definition of the framework of values necessary for the talent to be able to blossom and express its full potential, and the highlighting of the person’s difficulties and strengths. It is for this pragmatic approach, aligned with my needs, that I decided to entrust the recruitment mission to Olivier Petit, co-founder. What was the added value you found at TOD? In 15 days, TOD was able to introduce us to two talents from its community, two talents that other recruitment firms would not have introduced to us because they come from large groups and have no experience in SME’s. TOD tools and approach save a tremendous amount of time in understanding who the candidates are, as individuals, and how they can fit into the team and meet the company’s challenges. This was confirmed during the first interviews with the candidates, despite our initial reluctance based on their CV’s alone: we were able to ensure the “fit” in a very sincere exchange, which quickly convinced us that the candidates presented would be able to respond to the proposed mission and find pleasure in it, despite a SME context that they did not know.
20 June 2019
Feedback from Anne Lescure, HR Director France in charge of the Western Europe region – STO
Testimony of Anne Lescure, HR Director France in charge of Western Europe – STO How did you hear about TOD? Why did you choose to work with TOD? I have known Gaëlle for a long time and I have followed TOD since its creation and start-up. When I changed companies, within this new structure, we had needs. So we started with interim management assignments with TOD and it worked well the first time, the second time and the third time. In my previous position, we used traditional recruitment firms, or interims, but never interim management. Having joined a more human-scale structure and having to test new positions and new profiles, we were looking for more flexible solutions and opted for interim management. Indeed, these were intermediate management positions that could not necessarily be found through interim management. This is why we called on TOD and its very agile approach. What added value did you find in TOD? A precise understanding of the client’s needs and requirements in terms of positions, but that is not the main thing, because the technicality of a position can be found with any other firm, consultant or interim. TOD’s approach is more focused on understanding the company’s culture and the values we share as a company. We are very much in line with TOD’s vision of the potential of human capital for the development of companies and people. It is really at the junction of these two needs that TOD stands out: the knowledge of the company’s needs and the understanding of the client’s expectations, in terms of culture and values with which TOD matches the different profiles. TOD is also interested in what the people looking for a job expect from them. TOD is thus positioned on the intersection between the expectations of the employee and the expectations of a company and when it matches… it works! What do you think of the TOD process in terms of talent selection? Like the audio feedback, the interview with the candidate… TOD presented us with only a few talents, because TOD is brillant at identifying and selecting the right profiles for us, which makes the process very quick. We found the right Talent for each assignment in a very short time. The audio feedback is fundamental to the process, it’s a good way to get to know the candidate’s profile and how he or she operates on a more personal level before meeting them. I exchange a lot with Gaëlle about how TOD works so I expected the audios to represent exactly the Talents that were proposed to us. The selection of candidates by interview is also fundamental, but it is not the only way. We have a lot of firms that do volumetrics. Volume is good, it brings in a certain number of profiles, but it’s a bit like “slaughtering” and it’s not what we’re looking for. In particular, we had launched a new search for a Financial Director, and we had the option of going through TOD for interim management or through a large, well-known firm that provides volume. We deliberately chose TOD for its methods. How is the recruitment going? Are you satisfied ? I am very satisfied with the three Talents that we have integrated in interim management and then in permanent hiring for the whole Supply Chain part. Today, we are integrating the Financial Director as an interim manager. I have no doubt that the interim manager will be just as good as the other three recruits. I feel very confident when I launch a search with TOD, which is always extremely responsive and fits our needs. Would you recommend TOD to your acquaintances ? Of course I would! I follow you on LinkedIn. I’m not very fond of socials networkers, but you’re one of the few companies I like a lot. We should not caricature either, not all firms do slaughter, not all firms present profiles to present, but I recommend TOD for all the qualitative criteria previously explained, for the search for talent that are in line with the values of TOD and those of the companies, and for the junction of the needs of the candidate and the company. We support TOD, we spotlight the human capital. It is through our people that the company will develop, we will have efficient, motivated and innovative people who will make the difference.
8 October 2018
“Liberate the company through trust”, return of the TOD community, on 26.01.18
TOD values once again shared in the community: innovation, trust, freedom, respect For this fourth meeting of the TOD community, we were honored to welcome Jean-François ZOBRIST for an in-depth look at “The essentials of management by trust of a naive and lazy little Boss”. Former CEO of FAVI, Jean-François ZOBRIST was able to change the way organizations thought in the 1980s by building a management style centered on the Customer, Innovation and Trust. Since 1983, FAVI, a foundry located in Hallencourt, has undergone numerous innovations to become the leader in the copper alloy market. Jean-François ZOBRIST evokes the importance of happiness at work, which would be, according to him, the key to success: “there is no Performance without Happiness”. Jean-François Zobrist does not stop there and launches other words: Trust, Freedom to organize oneself, Performance, Value Creation and Sustainability. Random words… At first we have the impression that everything is linked, then we repeat these words to ourselves and several questions surface: To whom are they addressed? Can they be combined in the professional world? This is what Jean-François ZOBRIST shows us in his book “Un petit patron naïf et paresseux” (A naive and lazy little boss) and during this conference, based on his 30 years of experience at FAVI. Convinced that man is good, Jean-François urges to go further and further, to produce more and better in order to stay in Hallencourt. He values external customers, but also internal customers: the employees! He tells us how he has progressively allowed the workers to organize themselves in their tasks, to be free on how to work, to be happy and proud to work for the satisfaction of all their customers. Avoiding tensions means improving performance while rewarding those who deserve it. This will ensure the sustainability of the company. In other words, the atypical management of Jean-François Zobrist, advocates the permanent search for the Love of the customer, the confidence in Man and innovation. The evening was once again a great success, allowing us to strengthen the bonds of the community around the values and spirit of TOD. The conviviality of UBS, which received us in its lounges and the very direct and pictorial testimony of Jean-François showed once again that another company where man, respect, solidarity and even love for others have their place.
8 October 2018