Any company director or manager knows what is at stake when it comes to recruitment. One wrong choice and the whole team’s equilibrium can be shaken…
And when you’re a service company, selling Homme time, it’s all the more strategic not to make a mistake (even if it does happen).
Whether it’s our customers, our partners or even Furious itself, we’re all faced with this major challenge: finding the rare pearl who will add real value to your team.
The ESN, communications and digital agency markets are saturated: high turnover (due to a lack of good employee/company matches?), a shortage of qualified profiles and, by extension, a race to the bottom to recruit (and retain) the best people.
Except that salary alone is not enough. We already mentioned this in our article on the good reasons for measuring employee satisfaction.
And when you’re competing with advertisers or market behemoths, you can’t always compete. And yet, the smaller the team, the more important it is to have an excellent profile!
Puzzle…
So how do you recruit the best profiles in an ultra-competitive market?
1/ Put yourself in your recruits' shoes
Just as we use personae to understand the end consumer, it’s important that as a recruiter, you try to put yourself in the shoes of your future recruits.
This allows you to discover sources of motivation other than salary. Let’s talk about the exploding Remote trend.
Oyster has carried out a major survey of professional and service workers in North America (USA and Canada), the UK and Europe (including France, Portugal, Italy, Spain, Germany, Belgium, Ireland, the Netherlands and Denmark).
The results show that flexibility in terms of work environment, location and working hours is a key factor in the choice of a new job. It is even the second priority for all age groups, with “the possibility of working from anywhere” coming in 3rd place. Of course, the Covid effect has reinforced this demand.
In summary :
- 72% of respondents say they work remotely at least part of the time.
- 59% expect to be able to work from anywhere
- 81% say that remote working has become more important since the pandemic.
- 79% say that work-life balance has become more important since the pandemic.
- 44% say that remote working is one of the three most important factors in choosing the right company.
According to a September 4, 2022 Forbes article, LiveCareer, which surveyed several generations of employees on their expectations, reveals that all of them today expect flexibility (76% of Millennials, 69% of Generation Z and 64% of Generation X expressing this expectation).
Extract from the Oyster study
Furious, as business management software, is there to assist and manage teams on a day-to-day basis, wherever they may be, anticipating needs and , ultimately, lightening the mental load and giving time back to those who do.
Indeed, we are convinced that digital technology in its broadest sense is at the service of people – and not the other way round – and can improve everyday life for all: more inclusive, less workload, fewer geographical constraints, better organization of workflows and the possibility of automating low value-added tasks.
This conviction naturally applies to our own internal operations.
Furious is a FULL remote company. Our employees can work wherever they like, as long as they respect the time zone connected to their customers/team. So they can give their best wherever they feel happiest, even from our flexible offices all over the world. In fact, more than half our teams don’t live close to our offices.
Because the real talents are not necessarily in the same area… And offering a balance between personal and professional aspirations is a real added value when recruiting. Flexible working hours are also an asset. At Furious, it’s results that count, not hours spent working.
Of course, this type of organization implies several things:
- Be aware that remote work isn't for everyone. Junior profiles are more likely to get bored or find it difficult not to be in daily contact with colleagues and managers. At Furious, we tend to target experienced profiles, who, given their age, are very likely to have a family life and the ability to be responsible and autonomous. So we're in tune with "our target market". 😉
- Structure exchanges: regular team meetings, internal chat, tried-and-tested onboarding/training program. Remote working should not be synonymous with "solitude in front of your computer".
- To be able to offer virtual and physical meetings throughout the year, keeping the corporate spirit alive and strengthening ties.
- Be able to manage and monitor teams remotely. Spoiler: that's what Furious is for 😉
2/ Rethink your employer brand
As with your marketing to sales targets, it goes without saying that to attract the right profiles, you need to communicate clearly to enhance your image in the eyes of potential future employees.
That’s why marketing has become an integral part of HR departments: competition is fierce to attract the best talent, and employer branding is a communication strategy in its own right!
Your corporate values should be clearly stated, as should the benefits of working with you.
There are many different platforms, from recruitment platforms to your website’s Career page, and of course your social networks, especially LinkedIn.
As with any brand platform, the first question to ask is: “Could any of my competitors have said the same thing?”
If the answer is yes, we’ll work on it!
Your company’s image must be attractive and differentiating.
Remember, your employer brand is not just for the outside world: your internal staff will also be exposed to it, and it’s a valuable tool for HR management.
It goes without saying that what you preach on the outside must reflect what you put in place “in real life”.
There’s nothing worse than a pretty shop window and contradictory internal feedback on social networks!
Employer branding is not just about attracting the best candidates, but also about retaining them.
In a sector as competitive as that of agencies, consultancies and start-ups, there’s no shortage of opportunities to change jobs.
The younger generation is particularly sensitive to the values and authenticity of the company they work for.
At Furious, for example, we wanted to take our commitment to society and the environment a step further, and this speaks volumes to the whole team. We donate 1% of our sales each year to humanitarian or environmental causes via the onepercentfortheplanet.fr program. Whether we make a profit or not.
This initiative, which we had not necessarily highlighted in our job offers, is now specified. Because it’s a point of differentiation in our market.
3/ Equip yourself with the right tools
If your mom used to tell you that you only work well with good tools, she was right!
If you want to be efficient in your recruitment and HR monitoring, it goes without saying that you need good dashboards to manage and monitor your business.
Just as an efficient, connected and ergonomic CRM is a plus for the performance of your sales force, so too is your HRIS.
From our intelligent recruitment workflows, through HR quality management (employee onboarding, annual interviews, automatic appraisals, one-click leave management, teleworking, automated employee satisfaction questionnaires), to team management and internal needs, we’ve thought of everything to make your life easier.
On the recruitment side, Furious connects to your various contact platforms and enables you toautomate the management of applications. You can sort, reply and follow the recruitment process directly within the system.
And for your employees, Furious helps you to manage their careers: interview management, consolidation of customer/team feedback, notes and comments from employees on their various projects, “internal mood” campaigns, and so on. You won’t forget a thing!
Furious also centralizes all absence management: with just one click on the schedule, your employee can request time off or teleworking. Simple for them, and strategic for you: get unrivalled statistics and data cross-referencing. All this, of course, connected to payroll.
Furious also provides a link between teams’ needs (broken table? missing coffee?) and those able to meet them. A workflow and notification system keeps track of all requests and responses.
Why is it essential to attract and retain talent today?
The job market has changed significantly in recent years. Companies are facing new challenges, and attracting and retaining the best talent has become more crucial than ever.
The changing job market and the growing importance of talent :
Talent is no longer just looking for a competitive salary. They are looking for companies that match their values, offer attractive benefits and promise opportunities for personal and professional growth. Their role is essential in helping a company to stand out and compete.
How do successful companies differentiate themselves through their talent strategy?
Today’s successful companies implement effective recruitment strategies, ongoing training offers and co-optation schemes. They also know how to use marketing and communication tools to convey a positive image and strengthen their reputation.
How can the role of managers influence the attraction and retention of talent?
Good management is essential to creating a healthy and productive work environment. A well-trained manager equipped with the right tools can greatly influence a talent’s decision to join or stay with a company.
- Training and awareness-raising for managers to improve talent retention: managers need to be trained to understand the importance of talent management. By being well-informed and aware, they can implement strategies to attract and retain employees. Effective communication, competitive remuneration and a good corporate image are key elements of this strategy.
Recruitment strategy doesn’t end with the job offer. Companies must continually work to reinforce their values, offer attractive benefits and provide ongoing training for their employees. Only companies that understand and implement these elements will be able toattract and retain the best talent.
How can continuing training help retain talent?
Investment in ongoing training is one of the most effective ways for companies toretain their talent. By offering opportunities for professional growth and development, they demonstrate their commitment to their employees.
- The importance of growth and professional development in talent retention: talented people seek out companies that invest in them. A solid training plan shows that the company values its employees and is willing to invest in their future. This not only boosts their overall remuneration, but also improves their image with potential candidates.
What strategies can you adopt to stand out from the crowd and attract the best talent?
In a competitive job market, it’s essential to adopt unique strategies to attract and retain the best talent.
- Implementing innovative methods to meet changing talent expectations: today's talents are looking for much more than just benefits. They want companies that are aligned with their values, equipped with the best tools and ready to innovate in terms of management and recruitment.
- Examples of unique approaches to attracting and retaining talent: attractive co-optation programs, targeted marketing and communication campaigns or the introduction of personalized offers can make a company more attractive.
How can we meet new talent expectations?
Talent expectations are changing. To keep attracting and retaining them, companies need to adapt.
Understand and adapt to changing talent expectations to improve retention:
Whether in terms of compensation, management, training or career opportunities, it’s essential to listen and respond to the changing needs of talent.
The bottom line is that when your recruitment challenge is paramount in a tight market, it’s essential to structure an effective HR strategy. To attract and retain the best talent, it’s essential toimprove human resources management, by optimizing recruitment processes, enhancing the employer brand and implementing tools adapted to team management.
Beyond salary, you need to think about the benefits that will appeal to your HR targets. Then communicate effectively on your employer profile, while remaining consistent with who you are. Finally, good tools like Furious exist to help you manage your recruitment and HR follow-up!
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