Frequently Asked Questions Enterprises

For recruitment per se, we have recourse to a very exhaustive range of tools: adverts on websites, searching in the databases of specialist sites, widely consulting habeas’ database, exploiting social media (LinkedIn and others), contacts with colleges and associations, direct approach, networking and so on. Selection is based on interviews (habeas, client), an assessment center and reference checks. The tools used for this purpose are highly professional (internationally recognized psychotechnical questionnaires, situational exercises devised by habeas and highly adapted to the roles applied for, proven interview techniques, obtaining references, etc.) Throughout the process, both the client and the candidates are kept informed of progress.

Its added value lies in the tools it uses, its approach and its positioning in the market. The tools are very comprehensive and adapted to the job roles dealt with. The approach is managed in a highly professional way by a team of senior consultants who are experienced in selecting and supporting more junior consultants with a particular skill for sourcing candidates. Highly respectful of its values, habeas prides itself on dealing with people in a professional and friendly way throughout the process. A leader on the French-speaking market, habeas is able draw on and serve an extensive network of clients and candidates.

No, habeas only manages assignments resulting in permanent contracts and the employment contract is signed directly with the employer concerned. habeas charges a fixed fee for the recruitment process, the fees being contractually agreed with the employer at the outset of the assignment.

Personnel recruitment is habeas’ main business. Consequently, habeas works for clients of all sizes and in a variety of sectors: aerospace, agri-foodstuffs, armaments, insurance, automotive, chemicals, construction, high-performance electronics, energy, industrial equipment, paper industry, glass industry, engineering, metallurgy, mutual companies, nuclear, paramedical, petrochemicals, pharmaceutical, plastics, press, special building techniques, telecoms... the list goes on. The profiles we handle are equally varied and include generalist and expert roles in the following areas: purchasing, assembly, insurance and quality control, consulting, communication, accounting, management control, IT, site management, logistics, industrial maintenance, marketing, planning, process, product management, production, technical projects, intellectual property, systems, technical & commercial, human resources, after-sales service, sales etc. etc. habeas routinely handles the entire process: identifying requirements, recruitment (sourcing candidates), selection, assessments, obtaining references and assistance with contract negotiations. A twelve-month guarantee offered to clients demonstrates how seriously we take our work.

As well the recruitment and selection of personnel, habeas also carries out personality assessments (assessment and development centers). Consequently, it offers personality assessment programmes in the following situations: final selection of an external candidate prior to hiring, assistance with reaching a decision on promotion or transfer, etc. habeas has also developed an individual coaching service to support a person’s growth or help when faced with a particular difficulty.

With the odd, rare exception, the contracts offered by habeas’ clients are permanent contracts.

Provided the client itself is responsive during the procedure, habeas spends around two months on average handling an assignment (which varies depending on the how rare the profiles are, the economic climate, the time of year etc.)

There are several reasons why an employer may wish to recruit anonymously (the person to be replaced is still in the role, keeping the search confidential with regard to competitors etc.). habeas is entirely accustomed to operating in this situation, the only practical implication being a lower number of responses to the advertisements, as a certain percentage of candidates would rather not apply if they don’t know who the employer is. Because of this, habeas prefers wherever possible to publish the advertisement transparently, giving the employer’s name.

The profiles we handle are equally varied and include generalist, expert, junior and senior roles in the following areas: purchasing, assembly, insurance and quality control, consulting, communication, accounting, management control, IT, site management, logistics, industrial maintenance, marketing, planning, process, product management, production, technical projects, intellectual property, systems, technical & commercial, human resources, after-sales service, sales etc. etc.

Given that it is based in the “Wallonian backbone”, 70% of habeas’ clients are Wallonian employers. However, it also handles a few dozen recruitments each year on behalf of Brussels-based, Dutch-speaking and foreign companies. Depending on the requirements, habeas works (particularly for sourcing) with a well-known partner agency in Flanders or an international sourcing agency.

Selection is based on interviews (habeas, client), an assessment center and reference checks. The tools used for this purpose are highly professional: internationally recognized psychotechnical questionnaires, situational exercises devised by habeas and highly adapted to the roles applied for, interviews focusing on skills and motivations and based on professional methodologies, selectively obtaining references and the occasional use of supplementary tools (such as Enneagram).

Rarely, as the evidence suggests that this approach does not guarantee the same level of professionalism (in terms of investment of time, moral duty to achieve a result etc.). This concept will be an occasional option if, for instance, the procedure is unsuccessful after using the services of a partner agency or when simultaneously commencing searches for several similar profiles.

It does, because this assures the client of a genuine investment of time - not least because of the moral duty to achieve a result.

habeas possesses the tools and skills needed for this type of collaboration. It also has a network of partners who are more specialized in certain areas, whose services it will readily use in case of need.

For recruitment, habeas services are called upon by both SMEs and large corporations (the latter have their own internal selection department), because it has the specific capabilities to use every conceivable sourcing tool on the employment market and because it is well-known on the market for the quality of these assessments.

If the candidate does not have the expected skills (knowledge and personality), the contract with the employer provides for a replacement within twelve months of the candidate taking up the role. As a replacement is damaging to the employer as well as the candidate and habeas, habeas makes every effort to ensure during the selection process that the candidate is a good fit with the expectations. It is this requirement that justifies in particular the assessment and the obtaining of references.

As transparency is one of habeas’ values, regular and detailed follow-up is provided to the employer and the candidates. This concern for transparency is demonstrated in particular by habeas’ Federgon certification, which is based on a satisfaction audit of candidates and clients.

For small professional units who wish to use this service, a modular and lighter structure is available to support recruitment needs, at special rates.