In a context of rapid transformations in professions and increased skills requirements, as an employer you must constantly rethink the management of career paths. The law on the employment of experienced employees reformed the professional interview by introducing the concept of career interview. Let’s take stock of this interview together.
The career interview has recently replaced the professional interview.
The career interview is a structured discussion time between you and your employee. Its purpose is to examine the employee’s career path, their skills, their prospects for development and the means to be mobilized to support their professional development.
It is clearly distinct from the annual assessment interview. Indeed, it is in no way a question of evaluating the performance and results of your employee.
The purpose of the career interview is to project oneself into the future and to align, as much as possible, the employee’s aspirations with the needs of the company.
The career interview is an HR tool with high added value, which constitutes a lever for:
- anticipate skills needs;
- retain employees;
- secure professional trajectories.
It is therefore, for you, a tool for anticipating and managing the careers of your employees.
The reform not only changed its name, but it also redefined the modalities, deadlines and content of the interview.