Skeelz is proudly celebrating its first 20 interviews, during which we had the opportunity to explore the innovative recruitment methods of many exciting companies. Each of them had their own "special touch" to attract candidates and convince them to join their ranks. In this article, we're going to share with you the main highlights of these interviews and provide you with valuable tips for attracting talent to your own company.
How do you develop an attractive value proposition?
One of the key points to emerge from our discussions was the need to offer a quality Employee Value Proposition (EVP). Paul from Socotec explained that their strategy for attracting candidates is based on a solid EVP. They emphasize attractive benefits such as a company car, profit-sharing and incentive schemes, a pleasant working environment, a strong entrepreneurial culture and a spirit of solidarity, as well as social responsibility focused on their businesses. A clear and engaging value proposition is essential to attract the best profiles.
Another important lesson is the importance of investing in training. Socotec devotes resources to training its employees by having its own training centers in France. This approach enables them to continually develop their employees' skills, particularly in technical areas and new technologies. Focus on training and professional development to attract candidates motivated by continuous learning.
Concerning online ads, Socotec also stressed the importance of making them engaging. They regularly work on their ads to make them as attractive as possible. They have chosen to communicate transparently about their internal remuneration packages, which can be a strong point in attracting candidates.Invest in technological tools such as ATS, DocuSign and onboarding tools to digitalize and improve the candidate experience.
Building a strong employer brand is also crucial. Sophie from Sociabble explained the importance of working closely with marketing and communications teams to be present where it matters. Use different communication channels such as your website, specialized platforms like Welcome to the Jungle, and your applicant tracking system (ATS). Promote your employer brand and use employee advocacy to encourage your employees to share open job opportunities.
Mylène fromITINOV as their main asset in attracting talent. They firmly believe that happy employees will tell their acquaintances about their company, generating interest in it. Focus on creating a positive working environment and encourage co-optation between your employees.
How do you create a unique, personalized candidate experience?
A unique, personalized candidate experience is also a differentiating factor. At Beanstockat Beanstock, we place great importance on providing an individualized candidate experience. Throughout the recruitment process, they accompany each candidate with personalized support, giving them the opportunity to meet different members of the team, including managers and potential colleagues. This personalized approach can be a real asset in attracting talent.
Ronan de Comet shared with us a development-oriented approach to recruitment, inspired by top-level sports systems. They focus on coaching and skills development. They offer a structured integration program over several weeks, with clear objectives that are regularly monitored and evaluated. They also offer personal and professional development plans to enable their employees to continually develop their skills. This focus on employee development and success can attract candidates motivated by professional growth.
Enhancing corporate culture is another essential aspect. Jean-Florian de Boondmanager emphasizes the importance of a strong corporate culture. By offering a unique full remote work experience, they provide a stimulating challenge for their employees. Highlight your distinctive corporate culture and the unique opportunities it offers to attract candidates looking for new challenges.
Finally, collaboration with schools and universities can be a fruitful strategy. Valbona de Onestock explained that they rely heavily on collaboration with schools to identify and recruit the best up-and-coming talent. Organize recruitment events in partnership with engineering schools and universities, allowing you to meet students who are passionate about technology and innovation. Offer internship and apprenticeship opportunities to enable students to familiarize themselves with modern technologies and develop their professional skills.
In conclusion, each of the companies interviewed has its own "special touch" for attracting candidates. Whether it's through an attractive value proposition, a personalized candidate experience, a strong corporate culture or collaboration with schools, it's essential to develop a comprehensive and unique strategy for attracting top talent. By implementing these tips and adapting best practices to your own company, you'll be able to attract and recruit the most qualified and motivated candidates.
The adventure of the first 20 interviews at Skeelz has been a rich learning experience. We discovered innovative strategies and approaches to attracting talent. By combining a strong value proposition, a focus on training, engaging online ads, a strong employer brand, a friendly working atmosphere, a personalized candidate experience, development-oriented recruitment, a distinctive corporate culture and collaboration with schools, you'll be ready to conquer the recruitment market.
Remember, there's no one-size-fits-all approach to success. Every company is unique, and it's important to find the strategies that best suit your specific needs. Be creative, be flexible and, above all, be passionate about recruitment. The talent is out there - it's up to you to attract it and convince it to join your team!
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