In the digital age, the most successful recruiters will be those able to offer the best candidate experience. By ” experience “, we mean all the means implemented by companies to free themselves from traditional hiring processes. The objective: to re-energize their employer image to continue to attract new talent. According to a recent study, only 45% of young graduates are satisfied with their experience of the recruitment process in companies.
Their grievances: inefficient and excessively
long recruitment methods, a huge lack of taiwan phone number data communication as well as a gap in perception between young graduates and companies on the skills required. It must be admitted that in the future, candidates and recruiters will have to maintain a new relationship, at the same time original, fast and uninhibited. The digital experience pushes candidates to more and more demands, irremediably forcing HR to innovate in order to hope to attract the best talents.
Indeed more than a career or a huge salary
young workers dream above all of a work environment a summary of Internet marketing terms conducive to self-fulfillment. In other words: an exciting challenge, autonomy, responsibilities and impact, without forgetting the comfort of life. Communicate differently to recruit better This promise is the one that we will have to be able to keep tomorrow to be competitive on the job market.
The stakes are high and some companies have already kcrj understood this very well. This is particularly the case of Michel et Augustin , a young brand that recently launched a recruitment campaign that is a complete break with the norm. At once funny, offbeat and ambitious, it offers new promises to candidates looking for an innovative message. The objective is clear: to present yourself as a “trendy” employer to attract profiles that are qualified, original and truly motivated.
And it works! In addition to piquing candidates’ curiosity, this type of innovative practice contributes to the influence of the famous “employer brand”, the true spearhead of HR and the company’s first banner on the job market. It is important to understand that in the future, communicating and recruiting will be one and the same (if this is not already the case), so it is best to start doing so now. A booming job market There is another way to increase your workforce while advertising your brand. We are thinking in particular of recruitment events or “job fairs”. They are popping up everywhere and aim to bring together more freely – and more massively – companies and candidates from the same sector of activity.