In a constantly changing world that is making its digital transition a little more every day in the sectors of the economy, recruitment processes are following suit. The emergence of a web platform such as Manag-In, whose purpose is to facilitate the mie in direct contact between companies and interim managers, may raise legitimate questions, starting with the impact of such a disruptive process on traditional recruitment agencies. Is this a sign of a coming war between two fundamentally different methods or, on the contrary, the possibility of harmonious coexistence?
Well-established players
Traditional recruitment firms for interim managers have long been the preferred intermediaries between companies looking for talent and professionals looking for new opportunities. Didn’t they have a reputation for knowing how to find the rare bird? This was without counting on the advent of Manag-In, capable of questioning this model that was thought to be exclusive. Today, a web platform like Manag-in, available 24/7, offers a direct alternative, allowing companies to quickly find the desired profile without going through third parties.
Let’s face it, the speed and responsiveness of a digital solution makes the difference in meeting the dynamic needs of businesses. They can access a diverse database of qualified interim managers with just a few clicks, speeding up the recruitment process. The tasty (and inexpensive) cherry on the cake is that this direct approach substantially reduces the costs associated with recruitment firms’ fees.
Anywhere, anytime.
A web platform for connecting with each other offers companies simple, direct access at any time of the day (or even night!) with interim managers, likely to be seduced by their profile, throughout France, or even abroad! Suffice it to say that the range of potential missions is greatly expanded. It is the assurance for professionals to have access to managers who match their skills, regardless of their geographical location.
A new broom sweeps clean?
Of course, the real challenge for this type of platform is actually its novelty. We know the efficiency of firms, but we still have to prove that the platforms are competitive in terms of results and quality of service. Traditional recruitment firms offer personalized support, in-depth screening of candidates, and often proven industry expertise. Are companies willing to sacrifice these elements in favor of speed and a lean bill? Manag-In rises to the challenge with flying colours by ensuring that companies that clearly state their expectations have a selection of highly relevant profiles. That’s the whole point of using an algorithm that uses the performance of AI. The links between demand and supply are truly stunning.
A new relationship of trust
What about the trust that can be established over the course of a relationship between partners? Recruitment firms know how to empathize with companies whose specific needs they understand. A matchmaking platform will be able to develop this same trust by demonstrating its ability to support each request with relevant profiles and a simple, efficient and transparent user experience.
Room for two
A web-based matchmaking platform undeniably offers significant benefits to companies, at the same time as it presents challenges for recruitment agencies. For them, the key to success lies in adapting to new market trends. It is up to them to offer differentiated services by strengthening their relationships with their customers. In an ever-changing environment, peaceful coexistence between the two models is possible. Each is able to bring unique elements to the recruitment ecosystem.
Gérard Arnaud , Patrice Hournon , Bruno Blaser
Co-founders of Manag-in
