HR Lab 2022

15 elements to develop in your Careers page to attract and convince candidates to choose you!

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Clearly display your employer brand

Although it's on almost every blog, advertising your employer brand is not as easy as you might think. For one thing, aside from the Specialized Jobs microsites and its 16 specialized tabs, few companies offer real solutions to fully display your employer brand.

Unfortunately, almost exclusively boring job offers from another era are published. It's almost as if all blogs about employer branding are completely useless. In order to solve this complex problem, Specialized Jobs offers you a practical approach that is available now.

Statistics

• It takes 5-7 impressions to remember a brand and successfully stand out on multiple job boards by adopting different strategies.
• If your employer brand is consistent, you will receive 23% more applications.
• A blog generates 67% more leads. Just like conventional advertising, employer branding benefits from the same statistics. In fact, 53% of companies rely on content marketing as a branding strategy.
• 82% of consumers feel more positive about a brand after reading personalised content. In short, be unique and specific.
• Social media (47%), the company's career website (21%) and marketing and advertising (12%) are the top three investments in developing an employer brand.
• 54% of consumers would like to see more video content from the brands they support. Creating personalised videos helps sell your methods and your teams.
• 69% of employers are working on employer branding strategies with their marketing teams.

Reflection

Employer branding has become a must in 2022. You need to invest time and energy in building your own brand in your own way. Although you can be accompanied by professionals, delegating a project to develop your employer brand 100% is in my opinion a mistake, you should be able to make a difference internally and create an employer brand that reflects your image. In short, building a real employer branding strategy will help you reduce recruitment expenses, decrease turnover, increase the number of qualified candidates and reduce recruitment times.

Introduce yourself to make a good impression!

As the saying goes, you never get a second chance to make a good first impression. Unfortunately, many companies have completely outdated websites that they use mainly to acquire new customers. Think again, your website has now become your business attire for everyone, including your future employees. As the saying goes, the clothes don't make the man, but the fact remains that humans tend to judge at first glance!

Statistics

• 90% of people would consider leaving their job if offered a position in a company with an excellent reputation.
• 55% of jobseekers say they have abandoned an application after reading a negative opinion about the employer.
• Having a great brand can reduce hiring and training expenses by up to 50%.
• Brands with poor brand image pay 10% higher salaries.
• A website alone can convince candidates to send in their applications or not. The evidence is that even today, there are jobs that are theoretically in short supply that are filled in the same week. These employers are known for their employer brand or have an extremely polished image. For others, even with their sometimes above-average salaries, they are barely able to fill their key positions.
• As much as we would like to isolate ourselves from it, non-verbal language is a major part of our communications. In short, invest wisely in improving your overall image to attract the best resources.
• It costs between $5,000 and $7,000 to completely redesign your website to bring it up to date. If it's more expensive, shop around, it will be worth it. If it's cheaper, it will look good.

Reflection

A good first impression promotes, among other things, future interactions, trust and the depth of your company. As with most HR professionals, first impressions are an important source of information when deciding on a candidate, and that's okay. For example, most professional salespeople will be able to spot from the start of the meeting which clients are more complicated than others, the same is true for HR professionals and now for candidates. Have you taken care of your image and are you making a good first impression?

Finally, just as your candidates should, making a good impression minimises your future employees' fears and resistance to change. Remember that they are taking a risk when they change jobs and you want to give them the best chance to stay. Start with a head start instead of getting bogged down in budget excuses.

Display your corporate mission

For many, the company mission remains theoretical. However, the mission plays a major role in your employer brand. It tells you why you exist, what you stand for and where you want to go. As Antoine de Saint-Exupéry said so well: "If you want to build a boat, make your men and women desire the sea.

Statistics

• 64% of US adults say that the "main purpose" of a business should be to "make the world a better place".
• 46% pay particular attention to a brand's social responsibility efforts.
• 79% of respondents in the target study said they were more loyal to specialist brands.
• 67% of people agree that it has become more important that the brands they choose make a positive contribution to society.
• 55% of the world's recruiters have a proactive strategy to present their companies as attractive employers.
• Only 48% of employees believe that their management team, corporate communications, human resources and marketing all speak with one voice about their brand.

Reflection

• The slogan "Life is BELL" brings out a sense of optimism that many people are sorely lacking in these difficult times.
• Airbnb's slogan "Belong anywhere" gives free spirits an unprecedented sense of belonging.
• A good slogan can take a few weeks of thought. You don't have to sit at a table for that long, but let's just say there are a lot of artistic elements to consider.

Just as sales are the lifeblood of the company, your mission will be the lifeblood of your employer brand. Work on it carefully so that it becomes a must-have, in order to further distinguish yourself. Also, describing your company's history or its raison d'être gives your future employees concrete reasons to change jobs and guides the behaviour of the people who make up your company. In short, create a dream in the hearts of your employees and future candidates.

Talk about your different specialities and the specificity of your products

When we talk about your specialities, we are also talking about what sets you apart from others. There's no need to be haughty or to say that you're extraordinary or better than others, but it's best to be confident in what you believe is unique to your company. Sometimes your specialty is a distinguishing trademark, such as offering fair trade coffee, providing furniture made from local wood, or other important elements.

Statistics

• 89% of buyers remain loyal to brands that share their values. The same is true for candidates.
• 94% of people said they would most likely recommend a brand they were emotionally involved with. Get others to recommend you when posting your offers.
• 73% of small businesses invest in social media marketing as part of their branding efforts.
• By selling electric cars, Tesla wants to change the world and protect the planet one car at a time. With a clear mission statement: "Accelerating the global transition to a sustainable energy path", Tesla is not only showing what it does, but why it does it. It's very powerful.
• Another example is the three burgers! Although most fast-food chains do almost all the same thing, they all have their own way of distinguishing themselves. The Harvey's formula was innovative at first, allowing customers to see and choose their own toppings. On the other hand, the McDonald's formula boasts that it has revolutionised the field with its car service. However, it was A&W that offered many of us a novel experience with its car delivery service (not very practical, I must admit) and its trays that fit on the window sill and its waitresses on four-wheeled skates.

Reflection

However, recognising your own specialities also means emphasising your own values. There are always elements that set you apart, such as your speedy customer service, your customer experience or your respect for different tastes. These are very important elements for your employer brand. But be sure to clearly define your products in specialties as proof of consistency between your mission and your key products. This way, you can attract candidates who share the same values as you, so that they will recognise themselves in your team and want to make a career with you. Like the mission, talk about your products that highlight your uniqueness to better recruit qualified candidates.

Hire differently with special programmes

Displaying your special programmes is more than trying to recruit certain individuals who are seen as a minority. It is about promoting your openness to cultural diversity and your ability to recognise individuals for their intrinsic value rather than for appearance. Also, for younger generations, it is more interesting to go to work in companies where diversity is more accepted. Millennials feel less stress about being ostracised if their colleagues are not too uniform in terms of gender, personality or colour.

Statistics

• 61% of employees are burnt out at work. If you mention your programs or work methods that prevent this from happening, you will be highly regarded by these candidates.
• 89% of workers in companies that support wellness initiatives are more likely to recommend their company as a good place to work.
• 61% of employees agree that they have made healthier lifestyle choices as a result of their company's wellness programme.
• 87% of employees expect their employer to help them balance work and personal commitments.

Reflection

Make sure you have special programmes that fit well with reality. For example, talking about a special retirement program is totally unproductive in a campaign to recruit young talent. However, in an offensive to recruit people who are already retired, teleworking or part-time mentoring programs could be beneficial. In short, you have to adapt to the situation.

• Being willing to hire people with disabilities shows a great openness to the modern world. Even better, hiring a Paralympic athlete could totally change the culture of your company. His or her unparalleled determination could be a source of inspiration for many of your employees.
• Promoting cultural diversity also means showing your openness to the world, your possibilities of teleworking overseas or other unusual professional opportunities.

In addition to the sometimes generous subsidies from governments, the portrait of your inclusive company could pay off in terms of attracting the younger generation. In short, instead of being a footnote at the end of a job advertisement, make it a major issue for the whole organisation! We want to leave the impression that your company is open and unprejudiced, that social equity is exceptional and that everyone can make a difference.

Define your customer base

The first step in marketing is to identify your target audience and define the persona of potential buyers. Overall, when you identify your customer base, you better understand the needs and values shared by a distinct group of people. By clearly identifying your customer base, you will allow your future candidates to identify with your customers. It will also allow them to assess the sustainability of your business.

On the other hand, according to Maslow's scale, the definition of your clientele could allow your candidates to fulfil their need to belong and even their self-esteem, if you operate in markets such as health, the environment or other fair trade businesses. These are essential elements to not only recruit the right candidates, but also to serve as strong motivators and engagement elements. To do this, here are some examples...

Statistics

• 74% of customers are likely to buy solely on the basis of their experiences.
• 80% of consumers are more likely to buy when brands offer them personalised experiences.
• 40% of consumers are more likely to spend more than expected when their experiences are highly personalised.

Reflection

Demonstrate how the unique type of experience you offer to a certain segment of society helps candidates to better identify with your company. For example:

• With the meteoric rise in house prices, the next generation will have difficulty acquiring a property. It is to a company's advantage to clearly define its clientele in order to attract candidates. For example, a strong but cliché slogan such as "A house for everyone" or "We leave no one homeless" will define the company's values. Subsequently, we can say that mini-homes are aimed at people who are concerned about their minimal ecological footprint and financial freedom.
• Micro-factories such as those that make furniture or skis on a small scale will benefit from talking about their products. Again, candidates may identify with your products and even change employers (which is what you want) if their self-esteem or personal fulfillment needs are not met at the other employer. Often the basic and security needs are already met by most of your future employees. However, the desire to satisfy higher-level needs is an excellent driver for sending a CV.

Finally, social belonging is a basic human need embedded in our DNA. Yet 40% of employees report feeling isolated at work. A pool of candidates worth its weight in gold if you take the time to look into it. But even if you're looking to hire in a high-profile industry, you can still recruit great employees. In short, improve your communication techniques with your employees and future employees. Use mixed marketing strategies to attract both clients and potential candidates. If this is done well, candidates will knock on your door and not the other way around.

Elaborate on your working environment

Whether for trainees or employees, the work atmosphere is a very important factor in hiring. To continue in the same vein as Maslow's scale of needs, belonging and security are key ingredients of the work environment. For example, according to a Harvard University publication, a high level of belonging is linked to a huge 56% increase in work performance, a 50% decrease in the risk of turnover and a 75% reduction in sick days. Conversely, exclusion led to feelings of insecurity and impaired production.

Statistics

• 73% is the average happiness index of Quebecers.
• 65% of employees actually prefer non-monetary incentives. President's parking for a week is cool!
• 93% of employees say they are more likely to stay with an empathetic employer.
• 14% of organisations provide managers with the necessary tools for rewards and recognition, which is very low.

Reflection

Indeed, embodying a team spirit at work as an employer brand helps employees both to bond with their colleagues and to gain a sense of security. Of course, this can also extend to relationships with customers, partners and suppliers.

• For example: talking about a relaxed working atmosphere is often not enough to convince potential candidates. It is better to go into detail about the team spirit you cherish in your organisation. This is done by talking about camaraderie, activities, collaboration and cooperation and the ways in which you achieve this. Companies will benefit from talking about team activities, weekly meetings or other effective means of communication.
• On another note, you may want to highlight your inclusive values, such as cultural diversity, gender equality, pay equity, freedom from harassment and any other special programs that keep employees safe.
• Often overlooked, the continuous training of your managers to the highest recognised standards can also demonstrate how you create a healthy and constructive atmosphere.

Finally, forget about marketing phrases to try to impress your future candidates. Instead, demonstrate that your employees already work in a dynamic and authentic environment with concrete examples. Recognize that for employees who are paid more than $75,000, salary is no longer the #1 criterion for choosing a rewarding job. For this reason, you should focus on innovation, creativity and your other strategic advantages.

Map out your career options

The employee journey is often one of the most overlooked elements in organisations. Mapping it is essential for candidates so that they can concretely assess their opportunities for integration, advancement and achievement - the real potential of your organisation.

Statistics

• Only 33% of employers rate their induction process as "very effective".
• 59% of employees say they have experienced failures in the integration process
  • 39% have poorly configured technology tools
  • 24% lack equipment
  • 21% of employees have not been introduced to their new colleagues
• 29% of employees say they are 'very satisfied' with the career development opportunities they currently receive from their employer.
• 76% of employees say that a company would be more attractive if it offered additional training to its employees.
• 41% of employees consider their organization's career development opportunities to be a very important factor in their job satisfaction.
• 70% of employees would be somewhat likely to leave their current job to work for a known organisation that invests in staff development and learning.
• 60% of millennials want leadership training.

Reflection

This is done by discussing major employee milestones such as hiring, first day, daily, monthly and annual activities. Also, opportunities for advancement, training programs or other critical elements are discussed. It can address the employee exit path with exit interviews and other safety features in place in the event of restructuring or employee dissatisfaction.

• Integrate and map your employee journey to different objective metrics. When hiring, it will be easier to tell with concrete data that your employees have reached this or that stage with real statistics. Statistics can also provide concrete evidence of the success of your employee training and development programs.
• Demonstrate a concrete structure of your level of professionalism of your teams and managers to candidates. A good structure can really help to convince candidates to take the plunge.

Humanising work with the employee journey has become an excellent advantage, as few organisations currently care about it. By focusing on career opportunities, you increase the chances of recruiting ambitious and motivated candidates who want to grow. For many, the opportunities for advancement and training are enough to convince them to change jobs. Also, focus on training at the time of hiring and give confidence to candidates who mistakenly believe that they are not competent enough to fill the positions you offer.

Build on the testimonials of your current employees

In the age of social networking, online reviews and customer surveys, testimonials or comments are still excellent vehicles for sharing your employees' opinions. Just like customer testimonials, employee testimonials can help you recruit better.

Statistics

• 92% of consumers read online reviews or testimonials before making a purchase decision.

• 91% of millennials trust online reviews or testimonials as much as they trust their family and friends.
• 70% of people trust recommendations and opinions from strangers.
• 56% of people find reviews or testimonials useful.
• 73% of customers read six or fewer reviews before making a decision.
• 92% of people read testimonials when considering a purchase.
• Reputation can increase the market value of the brand by 25%.
• Websites with testimonials have a 45% increase in traffic compared to websites without testimonials.

Reflection

First, your employees can testify about the working atmosphere, their career path or even their general satisfaction with your company. To do this, you need to be real and authentic. Avoid over-staging or overly cheesy opinions. Here are some things to think about...

• Today's marketing is hungry for customer feedback. By offering your potential candidates testimonials from your employees, you demonstrate your interest in the well-being, atmosphere and working conditions of the entire company.
• Communicate through testimonials how your training and development programmes contribute to the career advancement of your employees.
• Testimonials allow you to directly communicate the satisfaction of your employees.
• Customer testimonials could also reinforce the effects of your commitments.

Just like customer loyalty, build loyalty among your employees or future employees with testimonials that will make a difference in educating your candidates. Have video clips, photos with messages from your employees or other testimonials to show your future employees that they are making the right choice.

Clearly define your hiring process

When candidates are not satisfied with their hiring experience, they tell their network, which means a tenfold negative perception and a negative impact on your chances of filling other positions. As evidence, one study showed that 32% of candidates are less likely to use the company's services or purchase the company's products when they have not received feedback from the company.

Statistics

• 98% of Fortune 500 companies use recruitment software.
• 60% of companies indicated that they do not set concrete milestones or goals for new recruits to achieve.
• 37% of applicants said they would move on to another job offer if they could not find information about the company.
• 32% of global managers rate the integration they experienced as poor.
• 25% of all job applicants rated their experience as excellent.
• 63% of applicants are dissatisfied with communication with employers after applying for a job.
• 69% of candidates share their negative experience with their friends and network.
• 69% of candidates with a negative application experience will not apply again.

Reflection

To follow up on some surveys, 84% of the candidates did not receive any response after sending their CV. Between you and me, a real laughing stock. So here's what to do, to avoid putting yourself in a bad position:

• Talk about milestones and provide responses to anticipated expectations. For example, mention the time between the receipt of CVs and the first communication with the HR department. Automate your process with dedicated software. Leave no one, but no one, unanswered, even those from abroad. Who knows? With teleworking, overseas resources may be better regarded in the very near future.
• In the age of social networking, dismissive attitudes are a major detriment to your recruitment. Although you may think you're alone, Quebec remains a tightly knit province.
• For example, it was reported in the Globe and Mail that many employers still ignore candidates' emails and do not have the decency to respond to them about the position they have interviewed for or sent their CV to. Apparently, a negative attitude that has the effect of amplifying the phenomenon of candidates not showing up for interviews.

Finally, be professional and above all clear about your process. Forget the nonsense of the past, such as "only those selected will be contacted". You are shooting yourself in the foot. You're really shooting yourself in the foot! Who would want to approach (send a CV) someone knowing that they have a maximum chance of being ignored. You are missing out on many candidates who lack the confidence to communicate with you. In short, change your ways today, respect all applications and respond to all requests.

Paint a picture of the neighbourhood

Demographics, living environment, parks and restaurants - no one knows the neighbourhood where your organisation is located better than you do. Better yet, even in a small town, there are things to discover. A company that is open to cultural and family activities is a concrete sign that it is true that you offer a great family atmosphere. In short, drawing up a portrait of the area gives candidates the opportunity to assess the working environment in which they could evolve.

Statistics

• 50% of office workers said they valued community in the workplace (and these numbers tend to be somewhat higher among millennials).
• Communication is usually 7% verbal, 38% intonation and 55% facial expression. A company with proximity characteristics has a better communication profile.
• 66% of managers are considering redesigning office spaces for hybrid working. The working environment is important, in order to maximise face-to-face interaction in the office.
• 1% of workers aged 16 to 24 commute to work by bicycle, while 0.7% of workers aged 25 to 44 and 0.4% of workers aged 45 and over commute by bicycle.
• Eating in a group is associated with better teamwork compared to the performance of those who eat alone.

Reflection

We spend a third of our lives at work, so it is natural to want to be in a supportive, inspiring and positive workplace. The healthiest and happiest modern workplaces have moved away from the cold, corporate atmosphere and offer employees the opportunity to create a community with their teammates.

• Urban planning and public transportation are key elements in attracting candidates. On equal terms, your neighbourhood profile could make the difference in the choice of a future employer.
• Nearby health, clinical, dental or other professional services can also make a difference when your candidates have tight schedules and little time for personal travel.
• Food, gym and catering are also key elements in improving your health. For example, if your office is close to a gym and you pay the membership fee, many people are sure to join.
• Culture, schooling or interculturality are opening characteristics for your organisation.

In short, make sure you take the time to paint a picture of your neighbourhood, it could make a huge difference. Imagine your candidates being able to go for a workout with their office mates, it's not trivial. It shows that you really care about their happiness, sharing and team spirit. The best part is that it's practically free. In short, taking advantage of the neighbourhood to better recruit is a good choice and it really does make sense to use the strengths of the shops, parks and beautiful facilities to attract employees.

Describe in detail your working conditions

Personally, I think that we should differentiate more between working conditions and working atmosphere. For example, working conditions involve the health of employees' wallets and the atmosphere involves the physical and psychological health of employees. Working conditions should focus on the professional and business relationship. In short, discuss the salary benefits you offer.

Statistics

• 65% of employees prefer bonuses based on personal performance.
• 53% of workers prefer 12 monthly premiums, while 47% prefer an annual premium.
• Higher income increases happiness, but only up to about $75,000 per year.
• The culture and values of the organisation explain about 21.6% of the satisfaction of workers in the lowest income group, but this rises to 23.4% for the highest income group.
• In 2018, only 36% of employers shared pay scales with their employees.
• 47% of employees want to receive a personalised reward spontaneously.
• 65% of employees surveyed strongly agree that travel and merchandise rewards are remembered longer than cash payments.

Reflection

Compensation and benefits become less important as income increases. However, posting salaries for technical employees is still important in a context of shortage. Especially if you are looking for staff who are paid less than $75,000/year.

• It is better to state and quantify the salary advantages of your organisation. For example, instead of talking about competitive salary conditions, it is better to say that average salaries are 15% higher than the market. Annual bonuses can be up to 5% of your salary depending on your work performance.
• Do the maths for the candidates to demonstrate your company's superiority. For example, instead of saying 3 weeks holiday, it is better to say that with floating holidays and special leave, employees have the equivalent of 5 weeks holiday annually, which is equivalent to 5%, 7% or 10% of salary.
• Surprise future candidates with your performance-related pay schemes. Imagine the slogan "We don't think it's right that you should be paid the same as everyone else if you are more productive". Performance-related pay programmes or other weekly or monthly bonuses are currently very popular in large organisations.

Finally, although you are used to dealing with the working atmosphere, employee recognition or listening to employees in the working conditions, it is better to focus on more objective elements. The last subjective elements are rather dealt with in the atmosphere section which refers to the quality of life of employees. In short, here you try to focus on the financial aspect of the business relationship with your employees and try to stand out with your benefits.

Reveal all services offered to employees

The services offered to employees count for a lot when candidates choose their employer. Of course, while the dental or health insurance premium remains very popular, there is a very varied list that could also make a difference. However, as mentioned earlier and for comparison purposes, I like to frame the services that generate savings in the Working Conditions section and put the other general services in the Services Offered section. Obviously, this part is debatable depending on our values and the employer's general situation.

Focusing on employee services for attraction purposes increases the key differentiators for your employer brand. These typically include employee programs, educational assistance, specialized training programs, flexible hours, etc.

Statistics

• 85% of large companies now offer group life insurance options.
• 87% of business recognition programmes focus on permanence.
• An employee who has been recognised is 63% more likely to stay in their current job in the next three to six months.
• 91% of HR professionals believe that recognition and reward make employees more likely to stay.
• 47% of employees find that new growth opportunities are a better way to reward them for their achievements.

Reflection

• Family leave can be put in different sections depending on the sales or marketing angle you want to address. Although repetitive, it is a bold move to put it in both sections for those who read diagonally or as repetitive factors in terms of advertising.
• Encourage cross-fertilisation. For example, an employee who fulfils his or her dream of completing a bachelor's degree in philosophy, political science or other subjects can become an invaluable or complementary resource for your organisation. And this, even if their reimbursed training is not really directly related to their current position.
• Make a complete list of all the special programmes in your company. There are often many programs that were created in a stroke of genius and may be forgotten in your digital files. Now they are worth their weight in gold for recruitment.

Employee wellness programmes are often very popular. They can also be used as a differentiator to put your organisation at the top of the list. As proof, read some of your competitors' job offers, they are often the same as yours. Be aware that in 2022 the competition is strong and if you don't know how to stand out, you will be advertising unnecessarily with little result.

Highlight all the distinctions of your organisation and your employees

The purpose of company awards is to reward the company and its employees and to promote performance. In advertising and marketing, awards of excellence are mainly used to enhance the image of the company in order to promote its products effectively. Like conventional marketing, top company awards can be used to sell to candidates the fact that you stand out from the competition. Here are a few things to think about...

Statistics

• 50% of employees think that employer branding is an important part of the HR approach, distinctions influence employer branding.
• It was revealed that more than 600 quality business award winners had 37% higher sales growth and 44% higher share price performance than their peers.
• 76% agreed with the statement "Rewards are important to generate business or enhance brand value".

Reflection

• Although some awards are just window dressing, the winners can be of great help to your cause in recruiting more effectively.
• Being part of a winning company makes candidates feel more secure when it comes to taking the plunge.
• Young companies have a real advantage in displaying their awards and distinctions, in order to eliminate the prejudice of a company being less than 5 years old.
• Business rewards validate your hiring stature among new recruits.

Finally, the awards section is mainly used to differentiate yourself from the competition and impress candidates with your expertise. However, nearly 95% of employers do not display their awards or use this important lever badly. It's not just the awards, a newspaper article about you can also make all the difference. In addition to setting yourself apart from the competition, you demonstrate to future employees that your organization is competitive and profitable. A company that is doing well financially usually attracts more applicants.

Underline any other relevant information

The Other information section, as its name indicates, is used to display other key elements of your organization in order to differentiate yourself. Personally, I like to use it with a title like: Why work for us? Obviously, this summary should be at the heart of your job offers. It can also be used as a varia for the causes you serve or for the volunteer work done by members of your organization. In short, events, contests and activities are featured in this section. To do so, here is how to differentiate your organization from others... 

Why should we choose you? Here are some examples :

• We provide exciting work for all employees.
• We offer several opportunities for career growth, apprenticeships and training for different types of development.
• We ensure a fair division of labour within the teams.
• We also offer the opportunity to work with great people at all levels.
• We ensure that our pay and growth policies are fair and accessible to all employees.
• We are constantly checking the quality of our managers to ensure that we offer a unique working experience.
• We generally offer industry-leading salaries and unparalleled growth opportunities.
• We sincerely believe that listening to, respecting and achieving our employees is the strength of our organisation.
• We share the desire to provide a safe environment free of harassment.
• In short, if it is true, write it down, it is already a form of commitment on your part.

Reflection

• With globalisation and labour shortages, being different has become an imperative for growing your organisation.
• Direct your messages clearly and precisely to highlight the comfort, serenity, tranquillity and safety of your working environment.
• Tell why and how your listening, empathy and diversity is different from other organisations. Often the competition is easy to beat at this level. Most companies serve their future candidates empty slogans, which in my opinion do not serve much purpose, because the messages are too often disconnected from reality.
• Focus on fashionable values such as eco-responsibility, employee safety, inclusion of differences, proximity, but above all the professionalism that makes you famous.
• Innovate, innovate and innovate, although many companies claim to be innovative, the working conditions and benefits are exactly the same as elsewhere. This does not leave a real credible image and rather creates the opposite.

Focus on people by paying particular attention to the mobilisation and commitment of your staff to create a better world. Enhance your reputation through green and more sustainable practices. Above all, leave nothing to chance.

Finally, 14 sections that serve to show your colours 100% and convince candidates to come and work for you. Put yourself in the shoes of your candidates to better understand their points of view and break down any recruitment barriers that may arise one by one. Although there is a real labour shortage, you will never have an employee shortage if your working conditions and working atmosphere are above average. Just bet, bet on your new employer brand in 2022!