{"id":19726,"date":"2022-09-13T12:28:36","date_gmt":"2022-09-13T10:28:36","guid":{"rendered":"https:\/\/www.aequivalent.ch\/?p=19726"},"modified":"2025-08-28T16:12:13","modified_gmt":"2025-08-28T14:12:13","slug":"comment-definir-les-besoins-dans-le-cadre-des-verifications-pre-emploi","status":"publish","type":"post","link":"https:\/\/www.aequivalent.ch\/fr\/comment-definir-les-besoins-dans-le-cadre-des-verifications-pre-emploi\/","title":{"rendered":"Comment d\u00e9finir les besoins dans le cadre des v\u00e9rifications pr\u00e9-emploi ?"},"content":{"rendered":"<p><div class=\"fusion-fullwidth fullwidth-box fusion-builder-row-1 fusion-flex-container has-pattern-background has-mask-background nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\" style=\"--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-flex-wrap:wrap;\" ><div class=\"fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap\" style=\"max-width:1206.4px;margin-left: calc(-4% \/ 2 );margin-right: calc(-4% \/ 2 );\"><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-0 fusion_builder_column_1_1 1_1 fusion-flex-column\" style=\"--awb-bg-size:cover;--awb-width-large:100%;--awb-margin-top-large:25px;--awb-spacing-right-large:1.92%;--awb-margin-bottom-large:25px;--awb-spacing-left-large:1.92%;--awb-width-medium:100%;--awb-order-medium:0;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-order-small:0;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column\"><div class=\"fusion-text fusion-text-1\"><p style=\"text-align: justify;\">Le screening des collaborateurs est une \u00e9tape essentielle du processus de recrutement qui n\u00e9cessite de d\u00e9finir clairement les besoins en fonction de chaque poste. Sans un cadre pr\u00e9cis permettant de cibler les v\u00e9rifications, l\u2019employeur peut s\u2019exposer \u00e0 certains risques\u00a0;<\/p>\n<ul>\n<li>Augmentation non-contr\u00f4l\u00e9e des co\u00fbts li\u00e9s aux v\u00e9rifications<\/li>\n<li>Potentiel de discrimination \u00e0 l\u2019embauche<\/li>\n<li>D\u00e9t\u00e9rioration de l\u2019exp\u00e9rience candidat.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">L\u2019\u00e9tablissement d\u2019une politique de screening coh\u00e9rente et encadr\u00e9e permet de r\u00e9duire ces risques. Nous distinguons trois pratiques principales\u00a0: bas\u00e9e sur le profil du candidat (ex\u00a0: les candidats venant de l\u2019\u00e9tranger), sur le niveau hi\u00e9rarchique (ex\u00a0: C-Level) ou encore sur le niveau de risque associ\u00e9 au poste (ex\u00a0: acc\u00e8s \u00e0 des donn\u00e9es sensibles).<\/p>\n<p>Chacune de ces m\u00e9thodes pr\u00e9sente diff\u00e9rents avantages et inconv\u00e9nients.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"fusion-fullwidth fullwidth-box fusion-builder-row-2 fusion-flex-container has-pattern-background has-mask-background nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\" style=\"--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-margin-top:-30px;--awb-flex-wrap:wrap;\" ><div class=\"fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap\" style=\"max-width:1206.4px;margin-left: calc(-4% \/ 2 );margin-right: calc(-4% \/ 2 );\"><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-1 fusion_builder_column_1_1 1_1 fusion-flex-column\" style=\"--awb-padding-top:20px;--awb-padding-right:30px;--awb-padding-bottom:20px;--awb-padding-left:30px;--awb-bg-color:#efefef;--awb-bg-color-hover:#efefef;--awb-bg-size:cover;--awb-width-large:100%;--awb-margin-top-large:25px;--awb-spacing-right-large:1.92%;--awb-margin-bottom-large:25px;--awb-spacing-left-large:1.92%;--awb-width-medium:100%;--awb-order-medium:0;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-order-small:0;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column\"><div class=\"fusion-text fusion-text-2\"><p><span style=\"font-family: Roobert-Semibold;\"><u>Selon le profil du candidat<\/u><\/span><\/p>\n<p style=\"text-align: justify;\">Effectuer le background check en fonction du profil des candidats peut \u00eatre consid\u00e9r\u00e9 comme le moyen le plus simple et le plus flexible de proc\u00e9der \u00e0 la v\u00e9rification. Cependant, laisser aux recruteurs le loisir d\u2019\u00e9valuer la n\u00e9cessit\u00e9 des v\u00e9rifications en fonction du parcours des postulant-e-s n\u2019est pas ce que nous recommanderons.<\/p>\n<p style=\"text-align: justify;\">Un des principaux d\u00e9savantages de cette fa\u00e7on de proc\u00e9der est qu\u2019elle laisse libre cours \u00e0 l\u2019interpr\u00e9tation du recruteur. De mani\u00e8re consciente ou non, chaque personne est sujette \u00e0 des biais qui pourraient \u00e0 terme exposer l\u2019organisation \u00e0 des accusations de discrimination, profilage ou autres. Ces accusations seraient l\u00e9galement fond\u00e9es quant au code suisse des obligations (art. 328b CO) qui stipule que les v\u00e9rifications doivent \u00eatre entreprises en fonction des besoins pour le poste concern\u00e9 et donc pas cibl\u00e9 sur une personne. Finalement, les candidats pourront ressentir une certaine m\u00e9fiance envers leurs ant\u00e9c\u00e9dents personnels ce qui ne produit pas la meilleure exp\u00e9rience du candidat.<\/p>\n<\/div><div class=\"fusion-text fusion-text-3\"><p><span style=\"font-family: Roobert-Semibold;\"><u>Selon le niveau hi\u00e9rarchique<\/u><\/span><\/p>\n<p style=\"text-align: justify;\">Certaines organisations choisissent de proc\u00e9der en fonction du niveau hi\u00e9rarchique du poste \u00e0 pourvoir. La simplicit\u00e9 et l\u2019extr\u00eame objectivit\u00e9 de cette m\u00e9thode permettent une mise en place rapide et syst\u00e9matique du background check. Si elle est simple, cette approche comporte le d\u00e9faut d\u2019ignorer le fait que certains postes de niveau hi\u00e9rarchique moindre, comportent de grands risques strat\u00e9giques, comme l\u2019acc\u00e8s \u00e0 des donn\u00e9es, \u00e0 des infrastructures sensibles ou encore le contact avec des personnes vuln\u00e9rables.<\/p>\n<\/div><div class=\"fusion-text fusion-text-4\"><p><span style=\"font-family: Roobert-Semibold;\"><u>Selon le niveau de risque<\/u><\/span><\/p>\n<p style=\"text-align: justify;\">Finalement, la m\u00e9thode la plus compl\u00e8te, mais \u00e9galement la plus laborieuse \u00e0 mettre en place, consiste \u00e0 \u00e9valuer les risques li\u00e9s \u00e0 chacune des fonctions au sein de l\u2019organisation.<br \/>\nUne fois les diff\u00e9rents risques strat\u00e9giques identifi\u00e9s au sein de l\u2019organisation, il est primordial de mettre ceux-ci en perspective par rapport \u00e0 la fiche de poste. Aequivalent a d\u00e9velopp\u00e9 une m\u00e9thode simple permettant \u00e0 ses clients d\u2019\u00e9valuer ces risques que nous vous d\u00e9taillerons avec plaisir au cours de notre webinaire sur demande : Qu\u2019est-ce qu\u2019un \u00ab Background Check \u00bb ? Pourquoi, quand et comment l\u2019inclure \u00e0 votre processus de recrutement ?<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"fusion-fullwidth fullwidth-box fusion-builder-row-3 fusion-flex-container has-pattern-background has-mask-background nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\" style=\"--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-flex-wrap:wrap;\" ><div class=\"fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap\" style=\"max-width:1206.4px;margin-left: calc(-4% \/ 2 );margin-right: calc(-4% \/ 2 );\"><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-2 fusion_builder_column_1_1 1_1 fusion-flex-column\" style=\"--awb-bg-size:cover;--awb-width-large:100%;--awb-margin-top-large:25px;--awb-spacing-right-large:1.92%;--awb-margin-bottom-large:25px;--awb-spacing-left-large:1.92%;--awb-width-medium:100%;--awb-order-medium:0;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-order-small:0;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column\"><div class=\"fusion-text fusion-text-5\"><p><span style=\"font-family: Roobert-Semibold;\">Voici quelques exemples de crit\u00e8res g\u00e9n\u00e9ralement utilis\u00e9s\u00a0:<\/span><\/p>\n<ol>\n<li>Acc\u00e8s \u00e0 une infrastructure strat\u00e9gique<\/li>\n<li>Acc\u00e8s aux donn\u00e9es sensibles de l\u2019entreprise (clients, employ\u00e9s, brevets, etc)<\/li>\n<li>Acc\u00e8s aux ressources financi\u00e8res<\/li>\n<\/ol>\n<\/div><div class=\"fusion-text fusion-text-6\"><p style=\"text-align: justify;\">En fonction du niveau de risque strat\u00e9gique pour l\u2019organisation et de celui li\u00e9 \u00e0 la fonction, chaque poste se verra attribu\u00e9 une classe de risque en fonction de laquelle les v\u00e9rifications seront effectu\u00e9es ou non. Bien que cette approche demande plus de pr\u00e9paration et de r\u00e9flexion, elle permettra sur le long terme d\u2019assurer la protection de l\u2019organisation contre les risques mentionn\u00e9s en introduction.<\/p>\n<p style=\"text-align: justify;\">Pour conclure, si votre utilisation du \u00ab screening \u00bb est ponctuelle et refl\u00e8te une volont\u00e9 d\u2019assurer le recrutement sur un poste cl\u00e9, une approche moins structur\u00e9e peut \u00eatre efficace. Cela dit, si vous souhaitez impl\u00e9menter le processus background check de mani\u00e8re standardis\u00e9e lors du recrutement, il sera important d&rsquo;avoir une d\u00e9marche structur\u00e9e. Celle-ci peut \u00eatre bas\u00e9e sur le niveau hi\u00e9rarchique, m\u00e9thode simple mais comportant certaines lacunes, ou bas\u00e9e sur le niveau de risque li\u00e9 au poste ; m\u00e9thode plus complexe \u00e0 mettre en place, mais meilleure du point de vue de la mitigation des risques. La m\u00e9thode choisie variera ainsi en fonction de divers crit\u00e8res tels que les risques per\u00e7us au sein de votre organisation, la maturit\u00e9 de votre processus de recrutement, ou encore le nombre de postes \u00ab sensibles \u00bb \u00e0 pourvoir.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"fusion-fullwidth fullwidth-box fusion-builder-row-4 fusion-flex-container nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\" style=\"--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-margin-bottom:-60px;--awb-flex-wrap:wrap;\" ><div class=\"fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap\" style=\"max-width:1206.4px;margin-left: calc(-4% \/ 2 );margin-right: calc(-4% \/ 2 );\"><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-3 fusion_builder_column_1_1 1_1 fusion-flex-column\" style=\"--awb-bg-size:cover;--awb-width-large:100%;--awb-margin-top-large:25px;--awb-spacing-right-large:1.92%;--awb-margin-bottom-large:-20px;--awb-spacing-left-large:1.92%;--awb-width-medium:100%;--awb-order-medium:0;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-order-small:0;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column\"><div class=\"fusion-separator fusion-full-width-sep\" style=\"align-self: center;margin-left: auto;margin-right: auto;width:100%;max-width:100%;\"><div class=\"fusion-separator-border sep-single sep-solid\" style=\"--awb-height:20px;--awb-amount:20px;border-color:#9e1510;border-top-width:1px;\"><\/div><\/div><\/div><\/div><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-4 fusion_builder_column_1_2 1_2 fusion-flex-column\" style=\"--awb-bg-size:cover;--awb-width-large:50%;--awb-margin-top-large:25px;--awb-spacing-right-large:3.84%;--awb-margin-bottom-large:25px;--awb-spacing-left-large:3.84%;--awb-width-medium:100%;--awb-order-medium:0;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-order-small:0;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column\"><div class=\"fusion-text fusion-text-7\" style=\"--awb-font-size:14px;\"><p>Publi\u00e9 le : 14.09.2022<\/p>\n<\/div><\/div><\/div><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-5 fusion_builder_column_1_2 1_2 fusion-flex-column\" style=\"--awb-bg-size:cover;--awb-width-large:50%;--awb-margin-top-large:25px;--awb-spacing-right-large:3.84%;--awb-margin-bottom-large:25px;--awb-spacing-left-large:3.84%;--awb-width-medium:100%;--awb-order-medium:0;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-order-small:0;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column\"><div class=\"fusion-text fusion-text-8\"><p style=\"text-align: right; font-size: 14px;\">Auteur : L&rsquo;\u00e9quipe Marketing et Vente d&rsquo;Aequivalent<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/p>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":6,"featured_media":19740,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[210],"tags":[],"class_list":["post-19726","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-publications"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.4 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Comment d\u00e9finir les besoins dans le cadre des v\u00e9rifications pr\u00e9-emploi ? 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