Solution recrutement grand compte et marque employeur
Improving your business reputation to attract more and more demanding young talents is a full-time mission and requires the appropriate tools, including a cutting-edge e-recruitment software addressing the employer branding challenges.
So you think employer branding is not high priority? Think again, because you probably prefer the best profiles working with you rather than joining your competitors … And in recent years, the salary is not the element of first choice for many candidates. The work context, atmosphere, development opportunities and other criteria are put forward by the applicants. Everything helps communicate and contribute to your corporate image, conveyed by your employer branding.
Discover how our e-recruitment solution has set the establishment and improvement of our customer’s employer branding for over 10 years, and also the outcomes in terms of branding and financing.
A few customers’ ROI after 6 months ?
0
% increase of relevant or unique applications0
% (very) satisfying experiences with candidates0
% of managers and HR’s embracing Eolia’s collaborative mode0
% decrease in recruitment costE-recruitment steps, the employer branding way
Outrageous EXPENDITURES in HR COMMUNICATION WITH LOW ROI
Overwhelming INFLUX OF APPLICATIONS
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Your employer branding challenges
The fortune 1000 companies have used employer branding as an essential element of seduction. With Eolia, you will have the same means (or better) to attract and recruit your tomorrow’s top talents.
The employer branding concept has a very marketing flavor but HR marketing’s ! All sectors are concerned. Why such enthusiasm despite the economic turmoil ? Because companies are facing recruitment difficulties for several reasons :
RECEIVED resumes badly TARGETED, flow of irrelevant APPLICATIONS
Recruitment of rare profiles so shortage
Recruitment time frame too long and missing the best candidates
Information loss between candidates and recruiters
Loss of the employer branding because HR strategy not communicated
High recruitment cost in regard to failed employment rate
“Avant Eolia, nous ne nous soucions pas de notre marque employeur. A tord. Les équipes d’Eolia ont su nous guider pour attirer à nous de bons candidats au profil rare et expérimenté en adaptant leur solution de e-recrutement à nos contraintes et à notre organisation interne.”
“J’ai été surprise par la simplicité d’utilisation de l’outil de e-recrutement d’Eolia. Nous avions travaillé précédemment avec un autre ATS et nous avons redécouvert ce qu’est un logiciel de gestion de candidatures ergonomique, fonctionnel et pratique d’utilisation.”
“Nous recrutons des profils très spécifiques et avions beaucoup de mal à les intéresser à nos métiers. Le logiciel et l’équipe Eolia ont réussi à nous apprendre à marketer nos métiers et nos savoir-faire. Résultat : nous embauchons en 2 fois moins de temps qu’avant !”
4 spaces for 4 players of recruitment
Manager Space
A dedicated space to managers allows, without training, to insert comments on applications and add new needs or job description.
Mobilité interne
Un espace dédié (intranet ou extranet) permet à vos collaborateurs de lire vos annonces internes et de faire acte de candidature.
(8 votes avec une moyenne de 4.88 sur 5)
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Employer branding, what is it ?
Companies see in employer branding a real martingale to successfully recruit the best AND retain employees.
Employer branding has never been more relevant. This is considered the corporate culture as the performance driver in the long term. Your company has a history and values to share. It is these values that nowadays you must communicate on.
Countering failed recruitments
In a difficult context, the HR’s challenges are not so much to recruit, but especially to enlist the skills of the best. You probably do not calculate it, but a failed recruitment is expensive. Between wages, poor productivity, severance payments, mistakes or missed opportunities, the overall cost gets outrageous. The estimated range is between $40,000 to $100,000. Hence the idea to secure your recruitment with the appropriate software.
Employer branding and transparency
The stake of your employer branding: talk without jargon, seamlessly. You are anyway exposed to the Internet that can stir up and please candidates’ curiousity. With over-informed candidates.
Young people learn from Linkedin, Viadeo and other social medias, every recruiting professionals have noticed it. This means that the promise made by HR matches the reality on the ground.
With the arrival of glassdoor, candidates can know about experiences and feedback, from employees, managers and candidates, before even applying. It is out of the question for HR to talk about a fantastic atmosphere in start-up mode if all applicants and employees’ testimonies converge to a severe lack of teambuilding and participative management … Your internal management actions expose your company’s employer branding from the inside out.
Our recruitment software will allow you to communicate with the right messages to your candidates !
Challenge : attract the best graduates
Generation Y? The subject becomes an obsession for big companies. Generalizing the job position of campus manager – before called “school relations manager” – is the first translation. The needs for young talents are evident in large companies in all sectors and jobs suffer trends: Audit is less rhinestones than it was 20 years ago for example.
Google came shoving employer branding. Also, for some years now, companies have been rethinking their EVP (Entrepreneurial Value Propose) to better explain who they are and who they recruit. (Read also that they do not recruit or more)
The message ? A fascinating adventure, a culture of excellence, participating management, not a pyramidal hierarchy, but matrix, loyalty actions and a high-potential pool of management … You will find your message!
The management is based on a real employer branding strategy to achieve these ambitious goals. It begins with an information policy, detail-oriented, that our recruitment management solution will drive to perfection.
Direct approach, sharp, targeted and increasingly early
How much effort as for training? What opportunities to international markets? What career evolution after three to five years? What place given to autonomy? What responsibilities granted? How fast? These are the questions that many candidates will ask you during the interview. So why not provide them the answers before they ask for ?
As many points to be reckoned from the start – the best is to address them in the job description or in newsletters sent to your contacts from schools forums, website / Career Section . Many candidates consider themselves as a product, as DARTY’s employer branding marketing manager has explained to us. They seek to maximize their own value, their resumes. It is up to companies to develop an argument that goes beyond the job description in their job advertisement.
Companies should be aware that the means are different depending on the targeted generation: Young people born between 1980 and 1994 are more sensitive to the social commitment of the company, the search for meaning, than the older generation X. The importance of belonging is tangible. Our e-recruitment solution will help you choose and target candidates and pass them relevant information, consistent with their values, by age for example.
If iPhone applications or 2.0 tactics multiply, students seek above all facts, they want to get in contact with people from the field, precisely to offset the massive effect of social networks. Generation Y is struggling to adhere to the rhetoric. Be pragmatic !
Make your employees testify, be proactive and not re-active
The policy of interviewing is taking place in many companies, collecting employee’s testimonials organized by the company itself. Is it real ? With or without you, this verbatim spreads out on the Net. They are then often alumni, former employees who are tempted to have a negative discourse. The idea is to use that space and turn it into a positive opportunity, toward better transparency.
For example, post videos, testimonials on your job site developed with Eolia.
The fiercer the competition is between companies looking to recruit the best, the sooner companies tackle the curriculum… So nowaday freshmen are targeted. For example, once student cards are received, 300 students from an engineering school spend a day with 30 HR managers.
Employer ranking, scored and rated companies
Do you know Glassdoor? or Top Employers? Universum, Trendence, Potentialpark, Happy Trainees for training … Since 20012/2013 this employer branding’s KPI’s have become essential. These jobsites give the best practices in HR. Each year, from 10 to 20% more companies register. Eolia’s role is not only to provide you with the most successful, reliable, performing e-recruitment solution but it is also to guide, advise and inform you about the last trends in recruitment, and employer branding management.
Our hotline is not only used to answer your questions about using the software … Each call also allows advising you, auditing your practice and helping you use the solution.
Let’s take a specific example: Do you respond to each application, with a personalized email (with full name and ad title)? Do you keep candidates informed at every stage of the recruitment process? Do you communicate only by email or also by SMS? With 35 000 students surveyed, “Universum” gives a clear idea of what 20% think. Outcome: the awards that this site gives each year, provide great exposures to the teams in charge of employer branding.
Just a few years ago, only the school’s buzz existed. Digitalization and social networks have now increased tenfold the rankings impact. Companies are now very exposed, so be proactive! Our solutions will help you.
Retain your employees
Summarizing employer branding down to exposure to young graduates would be a fatal mistake. The work would be only half done. Employees must be involved.
The silo-type communication is cons-productive. Employer branding should reflect what is happening internally. We can talk of the mirror effect… ho are companies’ best ambassadors ? The employees. This consideration brought to them is a good way to build loyalty.
Another way is to provide them with a job grant, a dedicated website to internal mobility that opens doors to job vacancies without applying from an external jobsite because this path would be too demeaning. EOLIA enables customers to have both internal and external jobsite, all applications arriving in a single database.
Employer branding : How do you scale ?
Scaling corresponds to a shared sense of need, both among companies as executives. Today, a contract is not enough. Undeniably, current candidates become more demanding, leading to a rapprochement between the marketing product and HR, also not always well served by companies. However, the employer branding issue is worth more to the executives population or top-notch young graduates.
What difficulties to overcome ?
Prospective recruits need to be in line with the company’s genome. Fewer and fewer people are inclined to contribute to the development of a society that does not look like them. Social identity has become indispensable. And the higher the hierarchy is, the more significant this perception is. The more strategic the position is, the more essential this criterion is.
One example is the fast-food chain, McDonalds, that is not recognized for its gastronomic contribution. However, it won acclaim for its employer branding promises, an effective social ladder! What is done internally must be seen from the outside.
