#13 - Reinventing training - Cyril Pierre de Geyer - Rocket School CEO

In this podcast, Cyril Pierre de Geyer, CEO of Rocket School, shares his views on the transformation of human resources in the contemporary world. With a rich background in education and entrepreneurship, he brings a unique perspective on the challenges and opportunities of HR today. As he himself summarizes, his experience was marked by significant roles that shaped his vision of the world of business and education.

Plan of the episode

00” - Introduction

4'25” - Three Different Personality Types

6'00” - The evolution of human relationships

7'45” - Personality identification tools for orientation

8'40” - The Free Lance position

11'42” - The challenges of recruitment

12'30” - The importance of soft-skills compared to traditional methods

15'03” - The obstacles of soft-skills to recruit

18'11” - The disadvantages and advantages of recruiting retraining profiles

19'30” - Golden Cage Syndrome

22'40” - The reality of entrepreneurship

24'50” - The evolution of professions

25'50” - The evolution of jobs towards digital technology for CEOs

28'38” - The position of HR directors on the future

31'07” - Support for inclusion in businesses

Part 1: The Importance of Belonging

Cyril Pierre de Geyer underlines the importance of belonging in a company, a key factor for employee engagement. He observes that the adequacy between an individual and his role is crucial for the well-being of employees. It highlights the expansion and diversity of work environments, which require careful talent management to maintain a strong sense of belonging. For him, it is crucial to recognize that a sense of belonging goes beyond simply being good at the role; it is about creating an environment where employees feel part of the company's vision.

Part 2: Professional Reorientation

The guest also discusses career reorientation, a major challenge in a changing world of work. It highlights the opportunities linked to the integration of retraining profiles, recognizing the wealth brought by diversified backgrounds. His vision is summarized by illustrating the importance of flexibility in career paths. He believes that this invites us to rethink recruitment and career management. However, this also involves meeting the challenge of effectively integrating these profiles, requiring an adapted approach for the recognition and development of transferable skills.

Part 3: Change Management

Finally, it deals with change management in business, stressing the importance of adaptability in the face of new technologies and working methods.

It recognizes that continuing education is essential by indicating the need to remain dynamic and responsive in a constantly changing environment. This approach highlights that adapting to change is not limited to the acquisition of new technical skills, but also involves changing mindsets and working methods.

Advice from Cyril Pierre de Geyer

• Experiment with alternative recruitment methods by exploring personality-based recruitment approaches, especially for jobs in tension where technical skills may be less crucial than character traits.
• Adopt digital evolutions and artificial intelligence by staying open to the changes brought about by digital and AI, and to explore how these tools can be integrated into business strategies.
• For HR managers, managing the well-being of employees by emphasizing the importance of placing the right people in the right positions, by focusing on the well-being and satisfaction of employees, which involves understanding and valuing their personality and individual needs.

The quotes from the episode

• “The classic model of a big company is not justifiably adapted to a personality-based recruitment system”
• “Because of its appearance, the HR profession can be very difficult to be irreproachable, but its complexity lies in the choices they have to make.”
• “There is less and less unemployment. Companies are recruiting more and more, which is creating a lot of tension on the market. A traditional recruitment approach that does not give importance to skills, would be fragile in the face of this tension.”

Points to remember:

The intervention of Cyril Pierre de Geyer, CEO of Rocket School, focuses on crucial HR issues. Her holistic approach to human resources management focuses on well-being, the diversity of career paths and adaptation to change. It discusses career reorientation, emphasizing the importance of inclusion and diversity in recruitment, with an emphasis on personality and soft skills rather than traditional academic paths. Cyril also discusses the adaptation of recruitment processes to the current realities of the labor market and the need to innovate in training methods. This approach, which focuses on personal skills and adaptability, presents challenges for traditional HR structures but opens up promising perspectives for more inclusive and dynamic recruitment. However, the latter invites us to nuance our point, by striving not to forget to balance these innovative processes without compromising the value line or the company's production.

Conclusion:

This discussion invites businesses to think critically about their current strategies. How can they better integrate these diverse elements to create a more inclusive and adaptive corporate culture? How can they balance technological innovation with employee well-being? And how can they ensure that professional development stays aligned with the personal needs and aspirations of employees?

In conclusion, Cyril Pierre de Geyer's speech highlights the complex challenges businesses face. In a work environment that is constantly changing, where the balance between well-being, diversity, technology and change is increasingly crucial, it is becoming imperative for HR to adopt a vision that is both flexible and strategic.

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