Although it is customary for the professional interview to be held at the same time as the appraisal interview, its objective is absolutely different. The purpose of the professional interview, as with the appraisal interview, must remain focused on career and performance management. The interview can also be a real talent spotlight for the company. To do this, respecting a few good practices and using a specific tool are undoubtedly PLUS…
The professional HR interview: how to define it?
The professional HR interview is a formal exchange between an employee and a member of the human resources team in which professional goals, performance and career development are highlighted. This time for career perspectives helps to establish clear goals for the future, identify the employee's strengths and weaknesses, and determine training and development opportunities.
For the HR team, the collection of information from professional interviews helps to define or strengthen mobility and HR development policies.
Professional interviews, performance management: best practices
Although the professional interview has been made compulsory by law, it is not a mere formality. When properly conducted, it is a real management tool and can also be an important motivational lever for the employee. Also, the session must not be “rushed”… Even if the employee says he or she has no specific career plan. Indeed, the professional project does not necessarily imply the expression of a particular ambition or the search for a promotion. However, when set up by the manager as a privileged moment, it can reveal aptitudes for internal mobility or aspirations for a career change. On the other hand, make sure that you explain to the employee the importance of this interview and guarantee its confidentiality (in particular by correctly managing access to the HRIS, which will host the data and allow the document to be read over and over again before it is signed). Finally, the interview must, of course, be conducted in accordance with the recommendations published by the CNIL.
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What tools should be used to manage the professional interview?
HRIS: robustness and credibility
Most HRIS integrate modules dedicated to professional interviews and performance management. These modules can be used independently or interconnected. For example, a training request expressed during a professional interview can directly feed the training plan and
be implemented in the Strategic Workforce Planning (Gestion prévisionnelle des emplois et skills).
Best-in-class SaaS solutions
SaaS software solutions allow for extremely fast deployment and are designed for easy use by employees. In general, training is no longer required for today’s software.
Moreover, they can be sized according to your needs thanks to a pricing system based on the number of employees… 10 employees today, 200 tomorrow? Technical and financial adjustments will be made as you grow!
When you choose your tool, make sure that it is usable and accessible – with appropriate rights – to the entire population of your company… And with, as much as possible, automatic updates without interruption!
Hosting in France is also recommended to ensure better data security. In the same way, it is necessary to be attentive to the fact that the proposed software is well in conformity with the directives RGPD (General European Regulation on the protection of the personal data).
The importance of the user experience
The proposed platforms are generally designed as real spaces for dialogue between the employee, his/her manager and the HR department. The employee expresses his or her desires in terms of training, requests for reviews from skills or second career interviews, etc. Some software also offers self-assessment systems, shared between the employee and his manager. Graphical analyses enable data to be cross-referenced, key skills and differences in viewpoints between the employee and his/her manager to be identified.
Indeed, the tool, while being accessible from anywhere and at any time, offers ease of use and makes the sessions of professional interviews or management of skills less formal. As employees become more autonomous, they are increasingly involved in their own HR management, while remaining in contact with the HR department. The module Strategic Workforce Planning module can, for example, provide access to the skills repositories that serve as shared work bases.
With an optimal tool, the professional interview and the management of skills will be the basis of a qualitative management of your human resources.
