Voix dans le leadership • 6 MIN DE LECTURE
L’argument contre-intuitif en faveur d’un recrutement plus lent et plus réfléchi
MAY 28, 2026
Tous les conseils disent de recruter plus vite. Une Directrice des ressources humaines explique pourquoi elle ralentit délibérément pour certains postes, et les résultats qui en ont découlé.
Le coût d’une mauvaise embauche
The conventional wisdom in talent acquisition is that speed is everything: the best candidates are gone in ten days, so move fast or lose them. This is true for some roles. It is actively harmful for others. The cost of a poor hiring decision for a senior or highly specialised role, including severance, management time, team disruption, and the opportunity cost of the months before you accept the hire is wrong, is typically six to twelve times the monthly salary of the role. Rushing that decision to save two weeks in the process is not rational.
À quoi ressemble le fait de ralentir
For roles above a certain level or criticality threshold, we deliberately extend the assessment process. We include a work sample or case study that tests actual capability, not just interview performance. We run a structured debrief using calibrated scoring, not a show-of-hands around the room. We check references proactively, speaking to people who have worked with the candidate rather than only those they have chosen to list. And we are willing to restart the search if the best candidate in the pool is not genuinely right for the role.
