3 essentials for an attractive recruitment

With the war for talent, the challenges related to the attractiveness of the employer brand have never been more important.

The new generations of employees are very demanding and the digitalization of jobs has changed the recruitment processes.

Based on this observation, how to improve the attractiveness of your business?

While a multitude of best practices and strategies are available on the internet, we have produced an article for you with a selection of 3 practices that really make a difference.

1 - Promote corporate culture

Our first advice is to develop your corporate culture. If the term corporate culture is new to you, it's about the values, history, rules, and vision of your organization. It is important because it influences the image of corporate life that talents have before they are potentially hired.

Corporate culture makes an impression

Take for example Decathlon: the sports store makes sure to recruit passionate athletes around three values : vitality, responsibility and generosity.

Its recruitment, in line with its values, is a success since the company has been rewarded several times with a place on the podium of”Best Workplaces“in France. The brand has succeeded in putting its values at the heart of its management.

Finally, how can we not talk about French SMEs, Michel and Augustin, the taste disorders. Their marketing and communication strategy focuses on transparency. Indeed, in their various contents, we very often find a friendly and humorous tone, which then creates a relationship of trust and ensures that they are as close as possible to consumers.

In addition, they sometimes open their premises to the curious so that they can watch the creation of products in a caring and fun atmosphere. In this way, they attract customers but also indirectly talent looking for a company where it is good to live for their career.

So don't wait any longer and take care of your image through your internal and external editorial line. It is in your best interest as an employer.

2 - Offer valuable benefits to employees

The foosball table and the superb coffee machine are no longer enough. To be attractive you must really meet the different expectations of candidates. How do you define them? To answer this tricky question, we are going to give you 3 simple tools and easily operable.

First of all, the Increase in skills is strategic to attract the best profiles. Sometimes seen as something restrictive, new generation training organizations offer completely digital and easy to set up formats such as Unow.

Another decisive advantage : flexibility. It is increasingly in demand, especially by young employees. This flexibility is based both on a flexible organization of working hours and on geographical flexibility (teleworking).

More benefits to improve business life

Finally, cultural and sporting benefits are also highly appreciated, such as the purchase or a book sharing service within the team or the financing of a gym membership.

As you will have understood, many advantages can encourage the arrival of candidates and improve the lives of employees. You are spoilt for choice but according to all the studies we have consulted, these 3 advantages are the ones that best meet the needs of talent.

Once these means are in place, think about communicate on them internally and externally, on your website or social networks for example. Your communication strategy is essential to gain points from candidates.

To find out more, we consulted nearly 69 experts in order to obtain the keys to an attractive employer brand.

By downloading this free guide you will get:

• Feedback from 69 employer brand specialists
• The 4 main attractiveness factors
• Recommendations by type of business

Download the free HR guide: How to boost your attractiveness?

3 - Improve the recruitment process

It is clear that we must ask ourselves about how to make your recruitment original. However, it must also be made attractive. This involves the implementation of more effective and pleasant recruitment for the candidate.

Leaving our position as a recruiter, we must understand that the candidate has identified our company as a potential path for its future. To avoid disappointments, the effectiveness of your recruitment method will be decisive.

To be effective, you can rely on a Practical in fashion : co-option. This consists in using the network of your team to fill a position. To encourage employee participation, a bonus can be introduced.

The candidate experience is also essential, it must be fluid and as pleasant as possible. That's exactly what Yuzu guarantees you.

After several years of R&D with researchers in Psychology and Neuroscience, we imagined: a Assessment Center new generation, specialized insoft skills assessment (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Make your recruitment attractive with Yuzu

The advantages of our solution:

• One candidate experience exceptional for boosting your employer brand;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills In a moment Loud and playful.

Finally, to be ideal, recruitment must allow for an exchange (face-to-face or remotely, oral or written). This allows talents to be fixated on their application and saves time if they have no chance of working for you. On the other hand, if you want to hire them, they will be able to get a more precise idea of the daily life of the company and the content of their future missions.

In summary, an ideal interview is a contact between two people allowing the employer and the candidate to get an idea of the other while providing a certain amount of information for the future.

To remember

In the current period, competition is fierce to attract talent. With the digitalization of processes, we are finding numerous job opportunities on the job market in no time.

It is therefore important to set objectives and to establish a strategy that will make a difference, step by step, in the long run.

While there are a multitude of techniques, we have proposed three in this article that will allow you to structure your attractiveness policy.

These three types of practices will make it possible to structure your recruitment management and, more generally, that of your human resources.

Finally, remember to also communicate your best practices and benefits on social networks (LinkedIn for example). In the long run, this will allow your company to stand out, retain your employees and improve your attractiveness.

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