By Adrien Moreira, co-founder of Bruce
Grandstand. The economic recovery is already in full swing in many industries where procurement is rising again. Champagne? Wait for a while! Employers must now play all their cards to attract the right profiles, between talent shortages and new needs expressed by candidates.
Here is flexible working to stay
Faced with the difficulties caused by the health crisis, the balance between professional and personal life and the need for flexibility at work are especially popular with candidates. Particularly important for the younger generation, a good balance between workload and personal mental load is essential. Companies must respond to this legitimate need of workers tomorrow. Thus, new “benefits” are emerging and being offered by companies to provide more flexibility to employees, such as unlimited holidays, flexible weeks, teleworking, four-day weeks or even on- site services. of work. These trends are part of a process of quality of work life and fulfillment of employees in their professional lives. Companies understand this very well: in order to be competitive in the recruitment market, they must prioritize the employee.
Diversity and inclusion are no longer options
Key issues for recruiters, diversity and inclusion have gradually become performance indicators that companies widely consider in their balances. Numerous studies have demonstrated a positive dimension of diversity within the same group: better performance, open-mindedness and employee well-being. The trend has already taken off in 2021 with real awareness, specifically on gender discrimination or even on cultural diversity among startups. So, in 2022, companies need to take clear action plans: managing their educational role in employee integration, training managers, increasing the visibility of offers on specialized platforms but also the sustainable integration of these values into the corporate culture and brand of the employer.
Quality of work life among the priorities
Installed briefly in the lives of companies, the topic of well-being and QVT has been more timely since the health crisis. The need for balance and reducing mental load is an important criterion for tomorrow’s employees. As an employer, implementing actions in this area becomes a must for attracting new talent. Corporate osteopathy, nap rooms, sophrology and meditation workshops, stress management, ergonomics and good posture … are all expected and attractive initiatives. In addition to criteria such as salary or assignments, tomorrow’s candidates will require definition and a more marked professional/personal life balance. Implementing a genuine QVT policy will make it possible to retain and attract the best talents while increasing productivity and promoting a caring work environment.
Digitized recruitment processes
They should be based on three criteria: time saving, efficiency and fairness. Digital makes it possible to distribute ads widely, reduce time for sorting and selecting applications and greatly speed up the recruitment process. Also for talent, digital makes it possible to quickly find targeted job offers and apply with a few clicks. Thanks to digital and the health crisis, video conferencing has become widely democratic to recruit remotely or save travel time by digitizing initial appointments. A growing number of companies are going even further by offering candidates the possibility to upload pre-recorded video that can be tested using artificial intelligence. Thus, the candidate is evaluated according to his vocabulary or his actions. But this skill clearly has limitations because it does not assess the “soft skills” of the candidates (creativity, critical thinking, emotional intelligence, etc.).
Instagram, Tap … the new playgrounds at work
In addition to web coverage, the recruitment market is attacking social networks. In fact, HR teams don’t hesitate to highlight their offers and find the best talent on social networks like TikTok, Instagram or Snapchat. Twice the impact for recruiters because the networks form a platform for promoting and enhancing their employer brand, in addition to being a perfect playground for attracting thousands of new talent. Recruitment through social networks also makes it possible to make exercise a fun moment. Some companies don’t hesitate to think outside the box by soliciting video applications on networks by tagging the company or adding a recruitment-focused hashtag. This trend appreciated by companies and candidates is also attracting the attention of social networks, such as TikTok which is considering the official integration of recruitment into its platform.