Sometimes it’s through word of mouth. A friend of a friend, that is to say through co-optation (51%), or an alumni on the lookout on professional networks (53%). This could be a fan of the brand who tried their luck on the company website (41%) or sent their spontaneous application to the HR department (75%). But, most often, it is through advertisements on specialized employment sites (87%) that applications arrive in the company (“Recruitment methods”, RégionsJob, 2015). For their part, 95% of recruiters use “job boards” to distribute their offers and 40% say they use the CV library daily (ibid). Today, 53% of employees say they are ready to change jobs in the next six months, 50% of whom want to stay in the same position. To do this, 76% go through traditional sites (LinkedIn, Apec, France Travail, Indeed) and 46%, through company sites (“What candidates want”, Robert Half survey, April 2023). Obviously, candidates and recruiters know where to meet. But they are struggling to conclude on the long term: 520,000 resignations per quarter including 470,000 permanent terminations at the end of 2021-beginning of 2022, a “historically high” level (“Is France experiencing a major resignation?”, Dares, October 2022 ). In addition, 71% of HR managers admit to having already recruited a candidate who did not meet their expectations (Robert Half, 2015). Additional pressure for the manager who must hire the right candidate.
Currently, 88% of companies plan to hire permanent contracts in the coming months (replacements or new positions), 39% of managers plan to create permanent positions and 29%, temporary positions (“Salary Guide 2024”, Robert Half, November 2023). To attract employees, you have to assert yourself in a context of shortage (tip no. 1). Search, target, contact: 40% of applicants are contacted regularly, including 35% several times a week (“What candidates want”, Robert Half).
Nearly 1 in 5 recruitment is considered difficult
Job interviews must answer three questions: the candidate’s motivation, skills and fit with the team in which they will work and with the brand’s values. Why is he changing companies? A salary increase (55%), a better work/life balance (35%) and advancing your career with more responsibilities (35%), according to the Robert Half survey. Work on your answers on these items even if they are not expressed frankly (tip no. 2). Free yourself from taboos: 70% of employers and 67% of employees believe that greater transparency on salaries would be positive (“Salaries 2024”, Robert Half). It is also important to have a discourse built on the values defended: 17% of employees leave if the corporate culture does not meet their aspirations. Take care of the job description and be able to answer each question (tip no. 3). If a professional test is planned, make it known from the first contact. Unpaid, the test must be supervised, remain confidential and the result must be communicated at the candidate’s request (tip no. 4).
17% of recruitments are considered somewhat or very difficult by employers and 30% of them declare that they would not recruit the same person if they had to do it again (“Recruitment is not always a smooth river”, Dares, July 2019). Once motivation and skills are validated, it remains to be seen whether the connection between the candidate and the company will take place. The trial period has this virtue, but, before the final choice, the recruiter must be wary of his cognitive biases, too seduced or too disturbed by a personality, a background, an impression. Offer the candidate the opportunity to visit the premises, meet future colleagues, interview the HR department: the applicant will get an idea of the environment and the manager will ask for the feelings of others (tip no. 5). Tell him very quickly what is possible and what is not. During the last interview of the short list, ask everyone three reasons that might make them leave (tip no. 6). “But how can I invent a past for myself/Worthy of a future”, sings Obispo in You told me. At least one answer will be close to the truth. Think about it. “A recruitment error could cost between 20,000 euros and 150,000 euros, with the average being closer to 45,000 euros” (Factorial.frJuly 2023).
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