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Inbound recruiting: how to use it as an effective weapon to attract talent?
Inbound recruiting is a technique modeled on inbound marketing. Just as inbound marketing aims to attract customers, inbound recruiting aims to attract candidates through the creation of content. To do this, the company addresses talent directly via videos, articles, posts on social networks or newsletters.
Inflation: how to attract talent without an attractive salary?
In July 2022, inflation reached a record 6.1% in just one year (source: Insee). The cost of raw materials and basic necessities has risen significantly. The cost of gas is a case in point: a 42.4% increase! As a result, employees' purchasing power is in complete freefall.
Onboarding: 7 best practices for integrating new recruits
Did you know that failed onboarding costs an average of €7,000 (Workelo study)? While this figure speaks for itself, the consequences go far beyond the financial. With 45% of resignations taking place in the first year, it's the company's brand image, its level of attractiveness, its retention rate and its performance that are threatened by poor onboarding.
7 tips for a successful job offer
On the job market, there are two categories of offer: generic and personalised. The former never attract qualified candidates, while the latter do. When you think about it, this is not surprising. How can you ask talented people to be original in their applications when the company itself makes no effort to make its job offer stand out from the rest?
5 solutions to find out what your employees (really) want
What do employees want? The web is full of articles dissecting employee expectations at length. While they convey a realistic vision that deserves our attention, the only way to understand what YOUR employees really want is to take an interest in them.
5 cognitive biases that influence your recruitment (and how to overcome them)
Recruitment is an ideal breeding ground for cognitive bias. Because humans are at the heart of the discipline, it's easy to let ourselves be influenced by our beliefs, preferences and intuition. But if we take too many shortcuts, we can end up making the wrong recruitment choice and eliminating the right candidate.
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