Approach People Recruitment Sa Case Study

Approach People Recruitment SA hires specialized recruiters in specific sectors, but some teams may support each other according to weekly needs and amount of work. For example, on one hand, the team specialised in pharmacy may look for scientific engineers for the scientific team. On the other hand, Interns and Talent Acquisition Specialists often work as a support on simple positions or on positions that are open for a long time. This variety implies adaptation capacities, so that candidates do not feel like they talk to beginners. General knowledge helps ensuring the brand image of the company.
As Approach People Recruitment SA has an EMEA scope, understanding several countries’ laws, variances, levels of life, costs of living and economic events is important to create a link with the candidate and to be more at ease.
Approach People Recruitment SA’s employees should also know a lot about their clients: the competitors, the
The first intercultural challenge is to understand everyone’s culture and working approach. Eddy Guinet tries to always maintain a heterogeneous environment within his work teams in Barcelona and Geneva, either in terms of nationalities, genders, professional experiences, educational backgrounds or personalities.
Within the company, interculturality is omnipresent: Approach People Recruitment SA’s management style is Irish, the clients are European (mostly French, Belgian and Swiss), the candidates come from all over the world and the offices are located in Switzerland and Spain! Moreover, working in Switzerland and living in France is also another intercultural aspect, because transnational employees are not 100% Swiss and not 100% French, which might lead to culture shock, rejection and stereotypes.
French recruiters have to adapt to a “no excuses” company culture, where employees do not have the possibility to make any