hello everyone Welcome to our favorite HR podcast the one that prepares you for your future job today we'll addressing a topic that is very popular with our users the world of skin care so hello everyone uh today we are with mariz so Maris is the co-founder of labin co uh can you introduce yourself please sure so thank you for having me first my name is mariz I'm 22 years old and and I founded laeno with matcho laeno is a concept store of Korean skin care and matcha drinks bubble tees so we really wanted to create
a safe space in Paris where you can purchase your favorite skincare products in a very nice and cooking like space so that's it okay thank you okay uh well thank you very much for this first uh question uh so we are going to focus a little bit more on everything which is related to HR recruitment selection Development Career and so the first question we wanted to ask is basically how do you identify the company's need and you create the appropriate positions for the employee so basically uh the first thing was to identify during the the
first months what was the demand and how we could organize ourselves around it so what we noticed is that we had most hype on social networks so we deploy more e efforts on social networks at the moment which is why I recruited more persons in marketing than for the in story experience so we have uh four three four persons in marketing and two to three% because we also have part-time um missions in uh in sale in sales operations this shows that according to HR planning principles identifying the need for new position involves analyzing gaps between
required skills and current resources at labul enco this is done by observing Trends especially on social media to adjust the number of employees uh in marketing or sales to align with the demand forecasting methods in HR for your very complete answer and still uh concerning the recruitment process uh what qualities and skills are you looking for in a candidat so as per the qualities of course uh being like nice I know it might seem uh naive but we're really looking to have especially for the sales part a very nice persons because customers are very demanding
and uh they really need to have the best experience ever when they come otherwise uh you get uh negative Google comments you get negative comments on your social networks so the first approach we need to have is it's nice um on the second part we ask them to have at least the minimum introduction to Korean skincare like to be aware of the different skin care steps the main skincare actives the main Brands so uh you we can of course like put an effort in um in uh giving more information in accompaning our our sales representatives
but we need them to have the minimum information and for the third point I'd say maybe having good teamwork skills because uh it's not like the cliche thing like we're not a family or blah blah blah but of course we need to be as close as possible if we want to like move forward all together so of course we need to have like a candidate who I don't know can fit in a team like easily nice person and openminded did in touch with skincare and Korean skincare of course and uh with the ability to really
have some Tim the selection process at labul Co is based on clear criteria and alignment with the company's culture kindness and enthusiasm are prioriti to ensure high quality customer experience reflecting the concept of person organization fit for marketing roles adaptabilities to values is essential supported by personality and aptitude test to evaluate both Technical and cultural alignment skills and for the recruitments uh what communication channels did you use uh for the application and we heard that it work well so uh how do you explain this so the thing is we rarely post some uh recruitment announces
I only did it once uh during the summer because we had a team turnover so some contracts came to the their end and we needed to renew them uh otherwise I always receive spontaneous applications always so uh I never went to LinkedIn or inded or whatever if I need some recruitment um I'll just post an Instagram story or upload it on the website but it really rarely happens because we receive applications all the time this demonstrates the communication channels used by label and enco for recruitments which stand outs for many companies as they rely on
spontaneous application through social media platforms such as Instagram and this reflects the efficiency of electronic recruiting which is a trend in mod Recruitment and so how do you prepare for this recruitment um how do I prepare mostly with their resume um for example uh two of the vendors we have are really fluent in Korean so that bring much attention to us um I look at their previous experiments I don't care if it's in skin care or whatever I don't even care about their degree actually because all you need to know is how does the Korean
skincare Universe work and that's all um for the marketing part it relies more on the portfolio so I really need to have visuals of what you can do it's okay if it's not similar to what we're doing the only thing is I want to know if you have a you know an adaptation skills if you can fit in many different universes so for another example one of my marketing representative Iman uh she was working in Street Wear prior to working in laeno labino relies on semi-structured interviews to assess both technical skills and interpersonal qualities this
method combines situational interviews which evaluate specific competencies with behavioral interviews which assess past experiences and cultural fit it's an effective approach to ensure candidates meet the job Technical and organizational requirements and you just sped about a little bit of learning and training process so it's the second part of our interview so how did it take place like uh how do you um like imagine and put in place like the training process of your employees okay so we have uh a few days or a whole week of formation about our organization I will take the time
with my um trainees and employees to really like show them for the first days it's okay they don't do anything I just want them to see how things have to be done um how much time should you take to make one task or another it's a lot of discussion of course it's a lot of demonstration and um so that takes like a week or so to to feel fully prepared to work for laeno and for the sales part I haven't like yeah uh and ever since we opened so it was in March I didn't have
to really take my time and explain okay this is this this is that um because my stage representatives were already very very um informed about the products and how to conceal them it illustrates uh that training at labul enco focuses on onboarding by letting new employees observe how task are performed and gradually guiding them through discussions and demonstrations this approach is a mix of the presentation methods as uh traines receive information from others and handson as it is on on job training and now about the developments we know that the business is very recent so
have you maybe ever thought about a way to support your employees in the long term maybe mobility in intern but maybe something really different so uh yes indeed we are very young company so this isn't a question we already asked ourselves but now that you're asking I would say depending on how they feel about their own work because uh most of the jobs we provide are also student jobs so they aren't always seeking to working on a long-term for go and that's fine but um if I had an employee uh who would really like want
to have a special place in the future and of development of labil um well it would start with becoming manager and having their own trainees and uh interns labul and Co helps its employees grow by offering mentorships and opportunity to supervise interns these initiatives show their planning for the future and continuous training which we think are essential for the growth of a young company this way the employees can gain leadership skills while meeting the company changing needs do you have like any not notable an OT in HR aspect that you would like to share like
something very special that happened to you if any oh well the only thing that is very um new to me and that is very that felt very weird at the at the same time is that um whenever I post something about my employees with my personal um social media accounts because I'm also a content creator on Tik Tok I receive Maybe 10 or 20 applications per day for example I I took my um alterant I don't know how to say that in English my training with me on a business trip to Korea and posted it
on social media because it it's always like nice content and after posting that I received 70 applications in two days that was very impressive so maybe the future of HR is just social media in summer the interview showed how label zenco tackles HR challenges they do this through demand forecasting hiring people who feed the company culture Innovative communication methods structured interviewed effective training and developing employees with a focus in the future well I think we've asked everything we wanted to ask unless someone else want to intervene so well we just want to thank you very
much for the time you you give us it was so pleasant receiving you today take thank you very much thank you so much
