"Let's Take Action!" In this book, Robin Rivaton, a 31-year-old essayist, invites us to discover a user's guide to political action. In a constantly evolving world, politicians must adapt and implement a method for taking action—steps that seem obvious but are often neglected and are essential conditions for success.

Robin Rivaton then established four fundamental steps. First, the establishment of a common and clear diagnosis. Since this diagnosis often varies from one politician to another, it is necessary to create a common agreement, a consensus on the current situation.

Next, it is necessary to develop a "vision," a clear, coherent, and positive projection into the future, championed by a leader. The individual must then feel involved, enthusiastic, and supported by this vision.

Once the shared diagnosis and vision are defined, Robin Rivaton invites politicians to implement a strategy and a program to provide solutions. It is imperative that this strategy remain simple, concrete, and realistic.

Finally, the last phase consists of implementing the action plan, a crucial step and one in which French politicians often have the most shortcomings. The author therefore encourages organizing ideas, choosing the right tools, setting objectives, appointing the appropriate people to achieve them, and establishing a timeline to ensure the smoothest possible execution of the action plan

.The Method, the key to success

Robin Rivaton, To Action and Leadership!, 2016

Thus, the method proposed in this book is not revolutionary. It is used by many governments and is applicable at the level of companies, sectors of activity, or even at the level of the individual himself.

Let's take the example of corporate recruitment. With the advent of the internet and social media, this sector is undergoing a major transformation. One might then think that finding suitable candidates is easier than ever for recruiters, and yet, we are experiencing a labor shortage, especially a talent shortage, where companies lack the time and methods to address it.

In order to gain efficiency but above all to give meaning to recruitment, to benefit from advice, know-how and real business expertise, more and more companies are outsourcing their recruitment, in particular by using headhunting firms.

By studying their approach, we find the same methodology for success as that presented by Robin Rivaton in his book.

First, headhunters work with the company to study its environment and diagnose its internal situation. Next comes defining the position and the desired candidate profile, a step that gives meaning to the search and helps find a candidate who aligns with the company's overall vision.

Once these preliminary steps are completed, the Headhunters put in place a clear, precise and concrete strategy and action plan: identification and evaluation of candidates via various predefined tools, interviews, tests, simulations and finally, when the candidate has validated these steps, the final phase of the execution plan, the presentation of the candidate to the client.

A company's success hinges first and foremost on its human capital. It's essential to surround yourself with the best talent, and these individuals are rarely actively seeking employment. Therefore, using a headhunting firm that employs a proven methodology to find the perfect candidate allows companies to save time, avoid mistakes due to haste, and thus reduce the significant costs that result. The key to success is then within reach.