You don't change a winning team. This week, our teams have exchanged with Luc MainfrayDirector of Recruitment at CPM France, a subsidiary of Omnicom.
Enjoy your reading!
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Hello Luc, can you tell us about CPM?
Hello ! CPM is part of the world's second largest communications group, Omnicom. We are present in 34 countries and specialize in commercial activation, animation-demonstration, merchandising, sales forces and commercial pressure. We operate in B2B and B2C, in an ever-increasing variety of sectors. Our main objective is to convince and sell. We work with all the major brands, wherever they encounter problems of in-store sales, online sales, in retail or other channels.
Historically, our main activity has been in the field, where we provide sales promoters, animators, demonstrators and area managers. However, with the omni-channel evolution of sales pressure, we have also integrated telephone appointment setting. In addition, we set up customized remote devices, such as video operators in showrooms for brands like Electrolux, Microsoft or Mercedes.
We intervene everywhere in France, according to the needs of the consumers, to complete the internal devices of the big brands, or even to outsource all or part of the commercial efforts.
What would you say to a candidate who wants to join you?
At CPM, we go beyond the CV to recruit our employees. We are particularly interested in their personality and their soft skills! As a "people" company, we focus on mobility, offering our employees the opportunity to grow through horizontal, vertical and transversal positions.
Our priority is to retain the best people and those who share our DNA. We believe that these people are the most capable of defending the interests of the great brands that are our clients and that sustain us.
What does a "Made in CPM" recruitment process look like?
Good question! Here is our backstage:
- Publication of job offers: We systematically post all our job offers (fixed-term, permanent and temporary contracts) on job boards. The CIDD is a type of contract that we propose for punctual but regular missions, adapted to those who wish to work in fractions of a week or are not available all year round.
- Sourcing: We have licenses with the major resume platforms to directly approach candidates who may not have thought to visit our career page or our Welcome to the Jungle page.
- Pre-qualification: Candidates are pre-qualified and have an initial meeting with a recruitment officer.
- Interview with the future manager: Within 24 to 72 hours after the first meeting, candidates meet their future manager.
We make it a point of honour to make this process as quick as possible, therefore less than 4 or 5 weeks.
👉 To discover all the offers of CPM France , it is by here. 👈
What about the integration of your candidates?
When someone is hired at CPM, an integration and training process is put in place to ensure a smooth transition and a successful adaptation within the company.
The training is adapted to each employee and to the complexity of the products or services they have to sell.
In addition, the integration can be different depending on whether the new employee is joining an existing team or starting an adventure together with a new team. In the latter case, a major launch event is organized, including team building, animations and trainings that can last several weeks.
CPM typically anticipates training and onboarding needs a few weeks before the start of a new client contract, so that everything is ready for the start of the operation. Certain times of the year, such as back-to-school and year-end, are particularly busy in terms of new device launches.
What profiles are you looking for in particular?
We are committed to inclusion and diversity of talent. We are looking for people with different skills, different availability and different levels of involvement. Our goal is to detect these talents upstream, but also once they are in our company to develop and keep them.
It's important to us to ensure that our people thrive, providing them with exciting experiences and working to their strengths so that they perform well, earn their bonuses and contribute to our clients' success. We are constantly evaluating our people - upstream, during onboarding and throughout their time at CPM - to place them in the best place and in their best interest.
As a service provider, we must also be aware of the competition, and that our employees may be approached by other companies, who know that they will find adaptable, expert and versatile profiles with us. This is why we strive to create an environment where our employees can learn and grow while remaining loyal to our company.
Last question: Why should you NOT apply to CPM?
A candidate who might not be a good fit at CPM would be shy, unadaptable, obtuse, or too demanding of others rather than themselves. Our company focuses on the potential of candidates, and we expect them to have a high level of expectations and skills.
Of course, experience and academic background are taken into account, but it is above all the skills and adaptability that are decisive at CPM.
Thanks for your time, Luc!
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