{"id":2574,"date":"2022-12-07T16:37:07","date_gmt":"2022-12-07T16:37:07","guid":{"rendered":"https:\/\/datarecrutement.fr\/actualites\/?p=2574"},"modified":"2023-02-14T09:54:07","modified_gmt":"2023-02-14T09:54:07","slug":"selection-po-pm-product","status":"publish","type":"post","link":"https:\/\/datarecrutement.fr\/actualites\/selection-po-pm-product\/","title":{"rendered":"Comment s\u00e9lectionner un tr\u00e8s bon PO\/PM ? +200 Chief Product Officers partagent leurs avis en 3 points cl\u00e9s"},"content":{"rendered":"

R\u00e9sultats de notre \u00e9tude contributive de d\u00e9cembre 2022 : d\u00e9couvrez en 3 points comment recruter de bons product people, selon +200 Chief Product Officers.\u00a0<\/span><\/h2>\n

Apr\u00e8s avoir sollicit\u00e9 200 CPO des plus belles start-ups et scale-ups<\/a>, nous vous partageons 3 insights sur la s\u00e9lection des candidats, pour r\u00e9ussir \u00e0 recruter de bons Product Owners \/ Product Managers. \ud83d\udca1<\/p>\n

\"comment<\/p>\n

<\/h2>\n

Insight #1 : Les crit\u00e8res les plus importants pour s\u00e9lectionner un tr\u00e8s bon Product Owner \/ Product Manager<\/strong><\/span><\/h2>\n

Les 3 plus importants :<\/p>\n

1- Le s<\/strong><\/span>avoir-\u00eatre<\/strong> (posture, expression, valeurs, \u2026)<\/span><\/p>\n

2- Les projets men\u00e9s <\/strong>(build vs run, fonctionnalit\u00e9s, complexit\u00e9, r\u00f4le, \u2026)<\/p>\n

3- L’expertise sur le type de produit<\/strong> (SaaS B2B, marketplace B2C, \u2026)<\/p>\n

\u00c0 noter : La formation vient en dernier dans le crit\u00e8res de s\u00e9lection, mais pas n’importe laquelle, puisque ce sont les \u00e9coles d’ing\u00e9nieurs qui, selon 52% des CPO, forment le mieux les PO\/PM. Ensuite, dans l’ordre, ils classent les formations suivantes :<\/span><\/p>\n

2- Bootcamps & formations certifiantes (Thiga<\/a>, Le Wagon<\/a>, No\u00e9<\/a>, Join Maestro<\/a>, \u2026)<\/p>\n

3- \u00c9coles de commerce<\/p>\n

4- \u00c9coles d’informatique<\/p>\n

Notre avis :<\/strong> L<\/span>\u2019\u00e8re du savoir-\u00eatre s\u2019impose dans une soci\u00e9t\u00e9 de service et l\u2019intelligence \u00e9motionnelle avec les prospects sont, avec l’expertise, les crit\u00e8res qui ressortent comme les plus valoris\u00e9s. \ud83c\udfaf<\/span><\/p>\n

 <\/p>\n

Insight #2 : 68% des CPO n’appellent pas syst\u00e9matiquement leurs r\u00e9f\u00e9rences<\/strong><\/span><\/h2>\n

Faites-vous des appels de r\u00e9f\u00e9rences avant de recruter un Product Owner ou Product Manager ? \ud83e\udd14<\/span><\/p>\n

32% : Syst\u00e9matiquement<\/span><\/p>\n

19% : Ponctuellement<\/span><\/p>\n

39% : Rarement<\/span><\/p>\n

10% : Jamais<\/span><\/p>\n

Notre avis :\u00a0<\/strong>Plus de deux CPO sur trois ne prennent pas syst\u00e9matiquement de r\u00e9f\u00e9rence. \ud83d\ude32<\/span><\/p>\n

C\u2019est pourtant un incontournable chez Data Recrutement – en sollicitant id\u00e9alement le n+1 du candidat.<\/span><\/p>\n

Les \u00e9l\u00e9ments principaux \u00e0 v\u00e9rifier lors des prises de r\u00e9f\u00e9rences peuvent \u00eatre :\u00a0\u00a0<\/strong><\/p>\n

– Le contexte \/ preuves de succ\u00e8s<\/strong><\/span><\/p>\n

– La place dans l\u2019\u00e9quipe<\/strong><\/span><\/p>\n

– Les conseils pour le management \u00e0 venir<\/strong><\/span><\/p>\n

– Le d\u00e9roul\u00e9 de la rupture<\/strong><\/span><\/p>\n

– La r\u00e9mun\u00e9ration \/ le % de bonus et sa construction<\/strong><\/span><\/p>\n

– \u00c0 quel point il re-embaucherait son coll\u00e8gue pour un projet entrepreneurial ?<\/strong><\/span><\/p>\n

 <\/p>\n

La faible repr\u00e9sentativit\u00e9 des appels de r\u00e9f\u00e9rences dans les processus de recrutement pourrait aussi s\u2019expliquer par :<\/p>\n

1- Manque de temps<\/strong> – et si vous d\u00e9l\u00e9guiez vos recrutements ? <\/span><\/p>\n

2- L\u2019envie de conclure – <\/strong>Emotion<\/em>\u00a0quand tu nous tiens !\u00a0<\/span><\/p>\n

3- La situation des candidats<\/strong>, qui sont toujours en poste dans leur exp\u00e9rience la plus signifiante.\u00a0<\/span><\/p>\n

 <\/p>\n

Insight #3 : R\u00e9aliser des mises en situation pertinentes<\/span><\/strong><\/h2>\n

100% des CPO sollicit\u00e9s r\u00e9alisent des \u00e9tudes de cas dans le cadre de leur processus de recrutement :
\n<\/span><\/p>\n

– 68% \u00e0 distance<\/p>\n

– 32% en live, sur site<\/p>\n

Notre avis de recruteurs : <\/strong>L\u2019\u00e9tude de cas sert bien s\u00fbr \u00e0 l’entreprise, mais \u00e9galement aux candidats, pour mieux visualiser le quotidien du poste, la mont\u00e9e en comp\u00e9tence que pourra lui proposer le poste et le style manag\u00e9riale qui lui sera propos\u00e9, par exemple dans la qualit\u00e9 du feedback. \ud83e\udd1d<\/span><\/p>\n

Elle donne une image s\u00e9lective du poste.\u00a0<\/span><\/p>\n

Elle sert aussi \u00e0 projeter le candidat sur le poste : peu de tol\u00e9rance \u00e0 avoir si l\u2019\u00e9change n\u2019est pas sinc\u00e8re, ou si les basiques ne sont pas tenus pour les postes senior.<\/span><\/p>\n

Notre conclusion :<\/strong> Les mises en situation sont un bon thermom\u00e8tre des comp\u00e9tences, de la posture et de la maturit\u00e9 m\u00e9tier du candidat, m\u00eame s\u2019il faut l\u2019appliquer \u00e0 l\u2019une de ses exp\u00e9riences et garder l’exercice court (3h maximum, en incluant la pr\u00e9paration et le d\u00e9briefing).<\/span><\/p>\n

Qu’ils soient \u00e0 distance ou en pr\u00e9sentiel, les \u00e9tudes de cas propos\u00e9es aux candidats sont :<\/strong><\/p>\n

1- Exercices maisons (38%)<\/span><\/p>\n

2- Sur une probl\u00e9matique de l\u2019entreprise (26%)<\/p>\n

3- \u00c9changes sur un projet men\u00e9 par le candidat (26%)<\/p>\n

4- Discussions techniques (7%)<\/p>\n

 <\/p>\n

\"pr\u00e9sentation<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

R\u00e9sultats de notre \u00e9tude contributive de d\u00e9cembre 2022 : d\u00e9couvrez en 3 points comment recruter de bons product people, selon +200 Chief Product Officers.\u00a0 Apr\u00e8s avoir sollicit\u00e9 200 CPO des plus belles start-ups et scale-ups, nous vous partageons 3 insights sur la s\u00e9lection des candidats, pour r\u00e9ussir \u00e0 recruter de bons Product Owners \/ Product Managers. \ud83d\udca1 Insight #1 : Les crit\u00e8res les plus importants pour s\u00e9lectionner un tr\u00e8s bon Product Owner \/ Product Manager Les 3 plus importants : 1- Le savoir-\u00eatre (posture, expression, valeurs, \u2026) 2- Les projets men\u00e9s (build vs run, fonctionnalit\u00e9s, complexit\u00e9, r\u00f4le, \u2026) 3- L’expertise sur le type de produit (SaaS B2B, marketplace B2C, \u2026) \u00c0 noter : La formation vient en dernier dans le crit\u00e8res de s\u00e9lection, mais pas n’importe laquelle, puisque ce sont les \u00e9coles d’ing\u00e9nieurs qui, selon 52% des CPO, forment le mieux les PO\/PM. Ensuite, dans l’ordre, ils classent les formations suivantes : 2- Bootcamps & formations certifiantes (Thiga, Le Wagon, […]<\/p>\n","protected":false},"author":2,"featured_media":2588,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[11,29,7],"auteurs":[16],"class_list":["post-2574","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualite-generale","category-toutes-fonctions","category-product-design","auteurs-equipe-data-recrutement"],"yoast_head":"\nComment s\u00e9lectionner un tr\u00e8s bon PO\/PM ? +200 Chief Product Officers partagent leurs avis en 3 points cl\u00e9s - Data Recrutement<\/title>\n<meta name=\"description\" content=\"R\u00e9sultats de notre \u00e9tude contributive de d\u00e9cembre 2022 : d\u00e9couvrez en 3 points comment recruter de bons product people, selon +200 Chief Product\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/datarecrutement.fr\/actualites\/selection-po-pm-product\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Comment s\u00e9lectionner un tr\u00e8s bon PO\/PM ? 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Data Recrutement est expert du recrutement product pour les entreprises techs en forte croissance : d\u00e9couvrez notre pr\u00e9sentation ici<\/a><\/span> et vous aussi, recruter de (tr\u00e8s) bons product people.<\/strong><\/p>\n