The beep does not stop. Another new message: “we are interested in your profile…” The online CV dates from several months ago, but recruiters, HRDs, headhunters and even Alumni search everywhere to check that you are in the job. We are flattered to arouse so many marriage proposals, because it is indeed permanent contracts that are offered from the first line. In principle, we look, even if we have just changed company. No: too far. The ad on the screen an hour ago offered teleworking for a maximum of two days. No need to read further to see if the company offers restaurant tickets. We would question the HRD of last night’s meeting about the discretionary bonus. How ? They did not calculate their environmental impact strategy while they are in the green economy and sang like Fugain a bird lives on pure air and fresh water ? No need to go further. Candidates, new prescribers in the race for talent? We must prepare an ideal package for them. “The companies that are most successful in convincing and retaining talent are working on two strategies in parallel”, indicates Celica Thellier, co-founder of ChooseMyCompany (“improving the relationship at work for all”).
Walk on two legs
“The first is to have a clear business project, a clear vision and values, and to put adherence to these at the heart of the employer promise”. Companies that meet these criteria are “twenty points ahead of other companies”, specifies the expert who has just revealed an international study carried out this year concerning the relationship to work and CSR. [responsabilité sociale et environnementale], out of 73,000 people in France, working in 700 companies. The analysis is simple: when you “sell” a “green attitude”, you have to go all the way or risk becoming ridiculous on social and informal networks, where everything that is announced will be held against the employer. Needless to say, all generations are now able to compile the slightest information on the potential employer, from the rate of turnover to that of the names of the shareholders, through the real project of the company. As for the course of colleagues and the hierarchy, they pass under the scanner.
“The second strategy concerns working conditions, starting with flexibility, which goes beyond telework or hybrid work”, continues Celica Thellier. These are the resources allocated to a project or a service, work autonomy, variable hours… “When companies have a balance between these two aspects, candidates are immediately more attentive to their proposals. This is the first essential point to arouse interest”. The sense of commitment and the means implemented by the company to achieve it are the prerequisites for arousing interest and also materialize by forgetting the “we’ll see later” or “we learn by walking”. It is a contract that is negotiated from the first meeting.
Flexibility, remuneration and transparency
“Beyond this balance, we must not forget remuneration, the second major point. Gone are the days when this question was addressed during the second or third interview. Today it is immediate. Remuneration is approached without taboo, so companies must prepare to answer it”. The objective is to give as many elements as possible: only 46.8% of respondents are satisfied with their salary (the largest drop in terms of salary and benefits since 2016, ChooseMyCompany barometer). One of the answers to the “great resignation”, with that of the quest for meaning. But to achieve the ideal package, we must not forget the working environment which is no longer accessory, according to 75% of French people, with offices, tools… “You have to play with color, pleasant offices to meet up so that people want to come to the office”. What’s left of the four-day weeks, unlimited holidays, cell phone, telephone, service scooter, team building, holiday and restaurant vouchers, unlimited macha tea, yoga, or company crèche? These are pluses, but not essentials. All companies, all professions are concerned. “We are in a world that goes beyond the employer brand. What happens inside is known outside. This is the prerequisite, which makes it possible to know if as a candidate, I will join this company and as an employee, I will stay there, “concludes Celica Thellier.