{"id":1198,"date":"2025-03-03T15:03:34","date_gmt":"2025-03-03T15:03:34","guid":{"rendered":"https:\/\/simpleservicerh.ch\/?p=1198"},"modified":"2025-04-14T10:05:49","modified_gmt":"2025-04-14T10:05:49","slug":"1198","status":"publish","type":"post","link":"https:\/\/simpleservicerh.ch\/?p=1198","title":{"rendered":"La prise de r\u00e9f\u00e9rences : une \u00e9tape essentielle du recrutement"},"content":{"rendered":"<p data-start=\"72\" data-end=\"168\">\ud83d\udc49 <em data-start=\"75\" data-end=\"166\">Ou comment \u00e9viter de recruter un \u00ab\u00a0expert du discours\u00a0\u00bb et valider ce qu&rsquo;il en est vraiment<\/em><\/p>\n<p data-start=\"170\" data-end=\"441\">Recruter sans prendre de r\u00e9f\u00e9rences, c\u2019est comme acheter une maison <strong data-start=\"238\" data-end=\"273\">sans jamais visiter l\u2019int\u00e9rieur<\/strong> \ud83c\udfe1. Tout peut sembler parfait sur le papier, mais derri\u00e8re la fa\u00e7ade, il peut y avoir <strong data-start=\"360\" data-end=\"438\">des fissures, des surprises\u2026 ou pire, une salle de bain rose des ann\u00e9es 70<\/strong>.<\/p>\n<p data-start=\"443\" data-end=\"715\">Une <strong data-start=\"447\" data-end=\"476\">bonne prise de r\u00e9f\u00e9rences<\/strong> permet de :<br data-start=\"488\" data-end=\"491\" \/>\u2714\ufe0f <strong data-start=\"494\" data-end=\"558\">Confirmer que le candidat est bien celui qu\u2019il pr\u00e9tend \u00eatre.<\/strong><br data-start=\"558\" data-end=\"561\" \/>\u2714\ufe0f <strong data-start=\"564\" data-end=\"636\">Valider son comportement en entreprise et ses comp\u00e9tences en action.<\/strong><br data-start=\"636\" data-end=\"639\" \/>\u2714\ufe0f <strong data-start=\"642\" data-end=\"713\">D\u00e9tecter d\u2019\u00e9ventuelles zones d\u2019ombre avant qu\u2019il ne soit trop tard.<\/strong><\/p>\n<p data-start=\"717\" data-end=\"902\">\ud83d\udea8 <strong data-start=\"720\" data-end=\"740\">Mais attention !<\/strong> Une prise de r\u00e9f\u00e9rences <strong data-start=\"765\" data-end=\"848\">ne se r\u00e9sume pas \u00e0 appeler le dernier employeur pour demander \u00ab\u00a0il \u00e9tait bien ?\u00a0\u00bb<\/strong>. Il faut une approche <strong data-start=\"871\" data-end=\"899\">structur\u00e9e et pertinente<\/strong>.<\/p>\n<p data-start=\"904\" data-end=\"970\">Voici <strong data-start=\"910\" data-end=\"952\">comment optimiser cette \u00e9tape cruciale<\/strong> du recrutement.<\/p>\n<hr data-start=\"972\" data-end=\"975\" \/>\n<h2 data-start=\"977\" data-end=\"1038\"><strong data-start=\"980\" data-end=\"1036\">1. Avant d\u2019appeler : pr\u00e9parer la prise de r\u00e9f\u00e9rences<\/strong><\/h2>\n<h3 data-start=\"1040\" data-end=\"1088\"><strong data-start=\"1044\" data-end=\"1086\">\ud83d\udccb Demander l\u2019autorisation au candidat<\/strong><\/h3>\n<p data-start=\"1089\" data-end=\"1158\">\ud83d\udc49 Avant toute d\u00e9marche, <strong data-start=\"1114\" data-end=\"1126\">toujours<\/strong> obtenir l\u2019accord du candidat.<\/p>\n<p data-start=\"1160\" data-end=\"1179\">\ud83d\udca1 <strong data-start=\"1163\" data-end=\"1177\">Pourquoi ?<\/strong><\/p>\n<ul data-start=\"1180\" data-end=\"1374\">\n<li data-start=\"1180\" data-end=\"1256\">Parce que c\u2019est une <strong data-start=\"1202\" data-end=\"1223\">obligation l\u00e9gale<\/strong> et une <strong data-start=\"1231\" data-end=\"1253\">question d\u2019\u00e9thique<\/strong>.<\/li>\n<li data-start=\"1257\" data-end=\"1374\">Parce que <strong data-start=\"1269\" data-end=\"1321\">le candidat peut choisir les bons interlocuteurs<\/strong> (et \u00e9viter ceux qui pourraient nuire \u00e0 son image).<\/li>\n<\/ul>\n<p data-start=\"1376\" data-end=\"1520\">\u27a1\ufe0f <strong data-start=\"1379\" data-end=\"1396\">Petit pi\u00e8ge :<\/strong> Si un candidat refuse <strong data-start=\"1419\" data-end=\"1438\">cat\u00e9goriquement<\/strong> qu\u2019on contacte ses anciens employeurs, c\u2019est souvent <strong data-start=\"1492\" data-end=\"1517\">un signal d\u2019alerte \ud83d\udea9<\/strong>.<\/p>\n<h3 data-start=\"1522\" data-end=\"1575\"><strong data-start=\"1526\" data-end=\"1573\">\ud83d\udccc Qui appeler ? Choisir les bons r\u00e9f\u00e9rents<\/strong><\/h3>\n<p data-start=\"1576\" data-end=\"1963\">Tous les anciens coll\u00e8gues <strong data-start=\"1603\" data-end=\"1629\">ne sont pas pertinents<\/strong> pour valider une candidature. Il faut privil\u00e9gier :<br data-start=\"1681\" data-end=\"1684\" \/>\u2714\ufe0f <strong data-start=\"1687\" data-end=\"1714\">L\u2019ancien manager direct<\/strong> \u2192 Pour valider les comp\u00e9tences et l\u2019attitude au travail.<br data-start=\"1771\" data-end=\"1774\" \/>\u2714\ufe0f <strong data-start=\"1777\" data-end=\"1810\">Un coll\u00e8gue de la m\u00eame \u00e9quipe<\/strong> \u2192 Pour comprendre la dynamique de travail en groupe.<br data-start=\"1863\" data-end=\"1866\" \/>\u2714\ufe0f <strong data-start=\"1869\" data-end=\"1921\">Un collaborateur encadr\u00e9 (si c\u2019\u00e9tait un manager)<\/strong> \u2192 Pour \u00e9valuer son style de leadership.<\/p>\n<p data-start=\"1965\" data-end=\"2080\">\u274c <strong data-start=\"1967\" data-end=\"1979\">\u00c0 \u00e9viter<\/strong> : Les r\u00e9f\u00e9rences personnelles (amis, famille, ou \u00ab\u00a0connaissances professionnelles\u00a0\u00bb trop \u00e9loign\u00e9es).<\/p>\n<hr data-start=\"2082\" data-end=\"2085\" \/>\n<h2 data-start=\"2087\" data-end=\"2145\"><strong data-start=\"2090\" data-end=\"2143\">2. Pendant l\u2019\u00e9change : poser les bonnes questions<\/strong><\/h2>\n<p data-start=\"2147\" data-end=\"2337\">\ud83d\udce2 <strong data-start=\"2150\" data-end=\"2171\">Erreur courante :<\/strong> \u00ab\u00a0Il \u00e9tait bien ?\u00a0\u00bb \u2192 R\u00e9ponse attendue : \u00ab\u00a0Oui, bien s\u00fbr.\u00a0\u00bb<br data-start=\"2227\" data-end=\"2230\" \/>\ud83d\udce2 <strong data-start=\"2233\" data-end=\"2253\">Bonne approche :<\/strong> Poser des <strong data-start=\"2264\" data-end=\"2298\">questions ouvertes et pr\u00e9cises<\/strong> pour obtenir <strong data-start=\"2312\" data-end=\"2334\">des faits concrets<\/strong>.<\/p>\n<p data-start=\"2339\" data-end=\"2381\">\ud83d\udca1 <strong data-start=\"2342\" data-end=\"2377\">Exemples de questions efficaces<\/strong> :<\/p>\n<h3 data-start=\"2383\" data-end=\"2434\"><strong data-start=\"2387\" data-end=\"2432\">\ud83d\udd0d Sur les comp\u00e9tences et le poste occup\u00e9<\/strong><\/h3>\n<p data-start=\"2435\" data-end=\"2641\">\u2714\ufe0f <strong data-start=\"2438\" data-end=\"2512\">\u00ab\u00a0Pouvez-vous me d\u00e9crire son r\u00f4le et ses principales responsabilit\u00e9s ?\u00a0\u00bb<\/strong><br data-start=\"2512\" data-end=\"2515\" \/>\u2714\ufe0f <strong data-start=\"2518\" data-end=\"2573\">\u00ab\u00a0Quels \u00e9taient ses points forts dans son travail ?\u00a0\u00bb<\/strong><br data-start=\"2573\" data-end=\"2576\" \/>\u2714\ufe0f <strong data-start=\"2579\" data-end=\"2639\">\u00ab\u00a0Y avait-il des comp\u00e9tences qu\u2019il aurait d\u00fb am\u00e9liorer ?\u00a0\u00bb<\/strong><\/p>\n<p data-start=\"2643\" data-end=\"2751\">\ud83c\udfaf <strong data-start=\"2646\" data-end=\"2660\">Pourquoi ?<\/strong><br data-start=\"2660\" data-end=\"2663\" \/>\ud83d\udc49 Pour v\u00e9rifier si les missions annonc\u00e9es <strong data-start=\"2706\" data-end=\"2723\">correspondent<\/strong> \u00e0 ce que dit le candidat.<\/p>\n<h3 data-start=\"2753\" data-end=\"2800\"><strong data-start=\"2757\" data-end=\"2798\">\ud83e\udd1d Sur l\u2019attitude et la collaboration<\/strong><\/h3>\n<p data-start=\"2801\" data-end=\"2985\">\u2714\ufe0f <strong data-start=\"2804\" data-end=\"2853\">\u00ab\u00a0Comment travaillait-il avec ses coll\u00e8gues ?\u00a0\u00bb<\/strong><br data-start=\"2853\" data-end=\"2856\" \/>\u2714\ufe0f <strong data-start=\"2859\" data-end=\"2913\">\u00ab\u00a0Quel type de management lui convenait le mieux ?\u00a0\u00bb<\/strong><br data-start=\"2913\" data-end=\"2916\" \/>\u2714\ufe0f <strong data-start=\"2919\" data-end=\"2983\">\u00ab\u00a0Comment r\u00e9agissait-il face \u00e0 la pression ou aux impr\u00e9vus ?\u00a0\u00bb<\/strong><\/p>\n<p data-start=\"2987\" data-end=\"3110\">\ud83c\udfaf <strong data-start=\"2990\" data-end=\"3004\">Pourquoi ?<\/strong><br data-start=\"3004\" data-end=\"3007\" \/>\ud83d\udc49 Parce que <strong data-start=\"3020\" data-end=\"3067\">les comp\u00e9tences techniques ne suffisent pas<\/strong> : le savoir-\u00eatre est tout aussi crucial.<\/p>\n<h3 data-start=\"3112\" data-end=\"3158\"><strong data-start=\"3116\" data-end=\"3156\">\ud83d\ude80 Sur la performance et l\u2019\u00e9volution<\/strong><\/h3>\n<p data-start=\"3159\" data-end=\"3349\">\u2714\ufe0f <strong data-start=\"3162\" data-end=\"3215\">\u00ab\u00a0Comment a-t-il \u00e9volu\u00e9 au sein de l\u2019entreprise ?\u00a0\u00bb<\/strong><br data-start=\"3215\" data-end=\"3218\" \/>\u2714\ufe0f <strong data-start=\"3221\" data-end=\"3265\">\u00ab\u00a0A-t-il pris des initiatives notables ?\u00a0\u00bb<\/strong><br data-start=\"3265\" data-end=\"3268\" \/>\u2714\ufe0f <strong data-start=\"3271\" data-end=\"3347\">\u00ab\u00a0Si vous deviez lui donner un conseil pour progresser, ce serait quoi ?\u00a0\u00bb<\/strong><\/p>\n<p data-start=\"3351\" data-end=\"3444\">\ud83c\udfaf <strong data-start=\"3354\" data-end=\"3368\">Pourquoi ?<\/strong><br data-start=\"3368\" data-end=\"3371\" \/>\ud83d\udc49 Pour voir <strong data-start=\"3384\" data-end=\"3441\">s\u2019il a une vraie capacit\u00e9 \u00e0 progresser et \u00e0 s\u2019adapter<\/strong>.<\/p>\n<h3 data-start=\"3446\" data-end=\"3486\"><strong data-start=\"3450\" data-end=\"3484\">\ud83d\udce2 Sur la fin de collaboration<\/strong><\/h3>\n<p data-start=\"3487\" data-end=\"3618\">\u2714\ufe0f <strong data-start=\"3490\" data-end=\"3533\">\u00ab\u00a0Pourquoi a-t-il quitt\u00e9 l\u2019entreprise ?\u00a0\u00bb<\/strong><br data-start=\"3533\" data-end=\"3536\" \/>\u2714\ufe0f <strong data-start=\"3539\" data-end=\"3616\">\u00ab\u00a0Si vous aviez eu l\u2019opportunit\u00e9, l\u2019auriez-vous gard\u00e9 dans votre \u00e9quipe ?\u00a0\u00bb<\/strong><\/p>\n<p data-start=\"3620\" data-end=\"3795\">\ud83c\udfaf <strong data-start=\"3623\" data-end=\"3637\">Pourquoi ?<\/strong><br data-start=\"3637\" data-end=\"3640\" \/>\ud83d\udc49 Parce que les candidats ont <strong data-start=\"3671\" data-end=\"3719\">parfois une version \u00e9dulcor\u00e9e de leur d\u00e9part<\/strong>. V\u00e9rifier aupr\u00e8s d\u2019un ancien employeur \u00e9vite <strong data-start=\"3765\" data-end=\"3792\">les mauvaises surprises<\/strong>.<\/p>\n<hr data-start=\"3797\" data-end=\"3800\" \/>\n<h2 data-start=\"3802\" data-end=\"3889\"><strong data-start=\"3805\" data-end=\"3887\">3. Aller plus loin : v\u00e9rifier aussi les r\u00e9seaux sociaux et les recommandations<\/strong><\/h2>\n<p data-start=\"3891\" data-end=\"4028\">Les r\u00e9f\u00e9rences ne suffisent pas toujours. Un candidat peut <strong data-start=\"3950\" data-end=\"3989\">s\u00e9lectionner ses meilleurs contacts<\/strong> pour <strong data-start=\"3995\" data-end=\"4025\">ne montrer que le bon c\u00f4t\u00e9<\/strong>.<\/p>\n<p data-start=\"4030\" data-end=\"4393\">\ud83d\udccc <strong data-start=\"4033\" data-end=\"4089\">Compl\u00e9ter la prise de r\u00e9f\u00e9rences par d\u2019autres moyens<\/strong> :<br data-start=\"4091\" data-end=\"4094\" \/>\u2714\ufe0f <strong data-start=\"4097\" data-end=\"4118\">Regarder LinkedIn<\/strong> \u2192 V\u00e9rifier les recommandations et les interactions.<br data-start=\"4170\" data-end=\"4173\" \/>\u2714\ufe0f <strong data-start=\"4176\" data-end=\"4227\">Analyser les commentaires sous ses publications<\/strong> \u2192 Ses anciens coll\u00e8gues r\u00e9agissent-ils positivement \u00e0 ses posts ?<br data-start=\"4293\" data-end=\"4296\" \/>\u2714\ufe0f <strong data-start=\"4299\" data-end=\"4360\">Chercher des publications dans des groupes professionnels<\/strong> \u2192 Partage-t-il son expertise ?<\/p>\n<p data-start=\"4395\" data-end=\"4522\">\ud83d\udca1 <strong data-start=\"4398\" data-end=\"4412\">Pourquoi ?<\/strong> Parce qu\u2019un professionnel actif sur son r\u00e9seau montre <strong data-start=\"4467\" data-end=\"4519\">de l\u2019engagement et une ouverture sur son secteur<\/strong>.<\/p>\n<hr data-start=\"4524\" data-end=\"4527\" \/>\n<h2 data-start=\"4529\" data-end=\"4611\"><strong data-start=\"4532\" data-end=\"4609\">4. Structurer la prise de r\u00e9f\u00e9rences pour maximiser les chances de succ\u00e8s<\/strong><\/h2>\n<p data-start=\"4613\" data-end=\"4677\">\ud83d\udce2 <strong data-start=\"4616\" data-end=\"4675\">Un retour n\u00e9gatif ne signifie pas un mauvais candidat !<\/strong><\/p>\n<p data-start=\"4679\" data-end=\"5177\">Il est <strong data-start=\"4686\" data-end=\"4699\">essentiel<\/strong> d\u2019analyser les r\u00e9f\u00e9rences <strong data-start=\"4726\" data-end=\"4756\">avec recul et discernement<\/strong> :<br data-start=\"4758\" data-end=\"4761\" \/>\u2714\ufe0f <strong data-start=\"4764\" data-end=\"4854\">Un candidat peut ne pas avoir convenu dans une entreprise mais \u00eatre excellent ailleurs<\/strong> \u2192 Chaque entreprise a sa propre culture et ses attentes sp\u00e9cifiques.<br data-start=\"4923\" data-end=\"4926\" \/>\u2714\ufe0f <strong data-start=\"4929\" data-end=\"4983\">L\u2019ancienne entreprise peut elle-m\u00eame \u00eatre en cause<\/strong> \u2192 Un mauvais management, une restructuration, un conflit personnel\u2026<br data-start=\"5051\" data-end=\"5054\" \/>\u2714\ufe0f <strong data-start=\"5057\" data-end=\"5090\">Un candidat peut avoir \u00e9volu\u00e9<\/strong> \u2192 Ce qui \u00e9tait un point faible il y a trois ans ne l\u2019est peut-\u00eatre plus aujourd\u2019hui.<\/p>\n<p data-start=\"5179\" data-end=\"5365\"><strong data-start=\"5179\" data-end=\"5206\">Ce que l\u2019on recherche ?<\/strong><br data-start=\"5206\" data-end=\"5209\" \/>\u2705 <strong data-start=\"5211\" data-end=\"5256\">Une image honn\u00eate et nuanc\u00e9e du candidat.<\/strong><br data-start=\"5256\" data-end=\"5259\" \/>\u2705 <strong data-start=\"5261\" data-end=\"5305\">Des faits, pas des jugements personnels.<\/strong><br data-start=\"5305\" data-end=\"5308\" \/>\u2705 <strong data-start=\"5310\" data-end=\"5363\">Des \u00e9l\u00e9ments coh\u00e9rents avec l\u2019entretien et le CV.<\/strong><\/p>\n<p data-start=\"5367\" data-end=\"5576\">\ud83d\udea8 <strong data-start=\"5370\" data-end=\"5396\">Ce qu\u2019on veut \u00e9viter ?<\/strong><br data-start=\"5396\" data-end=\"5399\" \/>\u274c Une r\u00e9f\u00e9rence trop positive et sans nuances (souvent peu fiable).<br data-start=\"5466\" data-end=\"5469\" \/>\u274c Une critique non justifi\u00e9e ou trop personnelle.<br data-start=\"5518\" data-end=\"5521\" \/>\u274c Une seule r\u00e9f\u00e9rence prise comme une v\u00e9rit\u00e9 absolue.<\/p>\n<hr data-start=\"5578\" data-end=\"5581\" \/>\n<h2 data-start=\"5583\" data-end=\"5648\"><strong data-start=\"5586\" data-end=\"5646\">Conclusion : Une \u00e9tape essentielle, mais pas infaillible<\/strong><\/h2>\n<p data-start=\"5650\" data-end=\"6022\">\ud83c\udfaf <strong data-start=\"5653\" data-end=\"5695\">Une bonne prise de r\u00e9f\u00e9rences, c\u2019est :<\/strong><br data-start=\"5695\" data-end=\"5698\" \/>\u2714\ufe0f <strong data-start=\"5701\" data-end=\"5754\">Obtenir des informations pr\u00e9cises et v\u00e9rifiables.<\/strong><br data-start=\"5754\" data-end=\"5757\" \/>\u2714\ufe0f <strong data-start=\"5760\" data-end=\"5807\">Poser des questions ouvertes et factuelles.<\/strong><br data-start=\"5807\" data-end=\"5810\" \/>\u2714\ufe0f <strong data-start=\"5813\" data-end=\"5866\">Comparer avec les autres \u00e9l\u00e9ments du recrutement.<\/strong><br data-start=\"5866\" data-end=\"5869\" \/>\u2714\ufe0f <strong data-start=\"5872\" data-end=\"5923\">Compl\u00e9ter avec une analyse des r\u00e9seaux sociaux.<\/strong><br data-start=\"5923\" data-end=\"5926\" \/>\u2714\ufe0f <strong data-start=\"5929\" data-end=\"6020\">Garder en t\u00eate que personne ne fait l\u2019unanimit\u00e9 et que le contexte joue un r\u00f4le majeur.<\/strong><\/p>\n<p data-start=\"6024\" data-end=\"6152\"><strong data-start=\"6024\" data-end=\"6043\">\ud83d\ude80 L\u2019objectif ?<\/strong> Passer d\u2019une simple intuition \u00e0 une <strong data-start=\"6080\" data-end=\"6101\">d\u00e9cision \u00e9clair\u00e9e<\/strong>, et \u00e9viter <strong data-start=\"6113\" data-end=\"6149\">les erreurs de casting co\u00fbteuses<\/strong>.<\/p>\n<p data-start=\"6154\" data-end=\"6463\">\ud83d\udce9 <strong data-start=\"6157\" data-end=\"6228\">Besoin de structurer vos recrutements et vos prises de r\u00e9f\u00e9rences ?<\/strong><br data-start=\"6228\" data-end=\"6231\" \/>\ud83d\udce2 <strong data-start=\"6234\" data-end=\"6277\">Suivez Simple Service RH sur LinkedIn :<\/strong> <a href=\"https:\/\/www.linkedin.com\/company\/simpleservicerh\/?viewAsMember=true\" target=\"_new\" rel=\"noopener\" data-start=\"6278\" data-end=\"6366\">Simple Service RH<\/a><br data-start=\"6366\" data-end=\"6369\" \/>\ud83d\udce9 <strong data-start=\"6372\" data-end=\"6391\">Contactez-moi :<\/strong> <a rel=\"noopener\" data-start=\"6392\" data-end=\"6461\">yan.grobel@simpleservicerh.ch<\/a><\/p>\n<hr data-start=\"6465\" data-end=\"6468\" \/>\n<p><a href=\"https:\/\/simpleservicerh.ch\/?page_id=805\">Document pour une prise de r\u00e9f\u00e9rence<\/a><\/p>\n<p>ChatGPT Prompt : <a href=\"https:\/\/simpleservicerh.ch\/?page_id=299\" target=\"_blank\" rel=\"noopener\">Cr\u00e9er un formulaire de v\u00e9rification des ant\u00e9c\u00e9dents<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\ud83d\udc49 Ou comment \u00e9viter de recruter un \u00ab\u00a0expert du discours\u00a0\u00bb et valider ce qu&rsquo;il en est vraiment Recruter sans prendre de r\u00e9f\u00e9rences, c\u2019est comme acheter une maison sans jamais visiter l\u2019int\u00e9rieur \ud83c\udfe1. Tout peut sembler parfait sur le papier, mais derri\u00e8re la fa\u00e7ade, il peut y avoir des fissures, des surprises\u2026 ou pire, une salle [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_crdt_document":"","om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[8],"tags":[],"class_list":["post-1198","post","type-post","status-publish","format-standard","hentry","category-article-rh"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>La prise de r\u00e9f\u00e9rences : une \u00e9tape essentielle du recrutement - Simple Service RH<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/simpleservicerh.ch\/?p=1198\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"La prise de r\u00e9f\u00e9rences : une \u00e9tape essentielle du recrutement - Simple Service RH\" \/>\n<meta property=\"og:description\" content=\"\ud83d\udc49 Ou comment \u00e9viter de recruter un \u00ab\u00a0expert du discours\u00a0\u00bb et valider ce qu&rsquo;il en est vraiment Recruter sans prendre de r\u00e9f\u00e9rences, c\u2019est comme acheter une maison sans jamais visiter l\u2019int\u00e9rieur \ud83c\udfe1. 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