Individually and collectively, the relationship to work is evolving, the expectations of employees as well. It is in this context that is both complex and fluctuating that the Sanef group has chosen, since the fall of 2023, not to use the trial period in the context of its recruitments. The objective is to sign a contract of confidence with the candidates based on authenticity and the sharing of responsibility.
It is a daring choice that shows that we believe in the power of mutual trust. It is also a choice that serves the performance and interests of our company and perhaps more broadly in the transport sector which, often perceived as traditional or even unattractive, deserves to be rediscovered. Far from the clichés, he is actually in perpetual transformation, carrying innovations in his professions and his approaches, as our vision of human resources.
So why did you choose to end the trial period? Because if it is built in time, confidence must settle in the first moments. This choice is based on a strong conviction: to make the best recruitment, we must question our practices. However, the trial period, applied for decades, is not an obligation. On the contrary, it can tarnish the discovery and integration phase, leaving room for doubt. It is not my vision of a frank, sincere and sustainable employment relationship, which prevails within the Sanef teams. From the start of recruitment, we wish to establish a link based on mutual trust with our future employees. All this involves transparency and honesty: doubts and unsaid must be lifted during the interviews. By fully assuming who we are and being demanding in our expectations and in our approach, we also encourage candidates to be authentic and vice versa in their choice.
Obviously, recruitment is not an exact science. However, I consider that not to use the trial period decreases the risk of being mistaken. For the company, as for the candidate, we also avoid the choice by default or by default by not having the pseudo safety net represented by the trial period. In terms of recruitment, the real risk lies in a sloppy selection, precipitated, not quite mature and thoughtful. Moreover, almost all of our recruitments were successes.
A shared responsibility
No longer using a trial period has indeed allowed us to go further in our recruitment practices, in particular by further involving our managers. We associate them very early in the recruitment process with alignment meetings and common preparation of interviews. These steps are decisive to define the expectations and contours of each post.
Regarding candidates, the measure is unanimous and places them in the ideal conditions for wanting to make the road with us, with confidence. And because this daring choice is far from stopping at the signing of the contract, we have also strengthened our integration process so that the reception of our new collaborators takes place gently and their adaptation is optimal. It is clear that by questioning our HR practices and by changing them, we show continuous improvement but, above all, confidence, a trait of our corporate culture, always engaged on the path of authenticity and animated by the general interest.