The 8 things candidates want to know about your company

According to our latest HelloWork survey, 90% of candidates research a company before applying. Local corporate, careers website, social networks, opinions of your employees shared on ranking sites, media in general: sources of information abound. But before thinking about the best way to market your business through these channels, it can be helpful to know the most important information for candidates.

Size, location and industry

It’s the BA-BA but this information, which in a way constitutes your company’s identity card, is crucial. They must be accessible to the candidate from the beginning of his research, as they are often elements on which he will have difficulty or will not make concessions.

Is the candidate unwilling to travel more than 30 minutes to get to your company and live on the other end of town? Does he prefer to work in a very small company and you have 300+ employees? You are not his companion, so show the color right away!

What are the vacancies?

If it wasn’t the job offer that brought the person to your website, the second question they will ask themselves is: does this company recruit profiles like mine? Feature your offerings on your websites, your company page or your career site and encourage your employees to share these opportunities with your network.

What are the company’s values?

Information related to corporate culture is the most sought-after salary! Asked as part of our large 2022 recruitment survey, 83% of candidates said they find them important in a job offer.

Through their work, employees want to feel useful, contribute to society. More than ever, the company must offer candidates the opportunity to participate in an adventure that makes sense, to pursue goals in the service of the common good.

If you are committed to causes that are close to you, share widely your actions that reflect this conviction, whether measures in favor of sustainable development, inclusion or diversity. You can also highlight distinctive elements such as labels, certifications, a high gender equality index score, etc.

What practices to promote work-life balance?

Assets no longer want to spend their lives earning. And they are even willing, sometimes, to accept less attractive remuneration if the position allows them to better balance their personal and professional lives.

The flexibility of working places and hours is now scrutinized by candidates, eager to have more control over their schedule and be able to modulate it to deal with unforeseen circumstances. A telework letter, the definition of precise working hours to respect the right to disconnect, a four-day working week are all initiatives that you can highlight to prove that you care about the well-being of your employees.

Young or future parents will also pay attention to initiatives put in place to facilitate their daily organization, such as those recommended by the parental challenge, such as the possibility of 100% teleworking during pregnancy or in certain key stages of pregnancy. the possibility of benefiting from paid sick leave.

What framework and what working environment?

Feeling good at work is a requirement shared by all candidates. To communicate transparently about your environment and your work environment, the ideal is to offer candidates photos and videos immersed in your teams, based on small reports that capture moments of life in the company. Nothing better to allow candidates to familiarize themselves with your corporate culture and project themselves! Especially since 93% of them consult photos and videos when they are present in the offers, as we were taught by answering our survey.

Candidates also pay attention to management style. They want their work to be recognized and rewarded for its fair value. Leaving micromanagement, verticality and directive tone, putting trust, autonomy and collaboration.

Which compensation policy and which benefits?

The remuneration policy continues to be an important lever of attractiveness in the eyes of candidates who are often aware of the salary levels practiced to position their company in relation to the competition. Including this information in your job ads will definitely earn you points!

Also remember to list the benefits that may weigh in the balance when choosing your future employer: company loan, restaurant vouchers, vacation vouchers, bonuses, participation or profit sharing…

What are the possibilities for professional development?

Whether the candidate is starting his career or already has accumulated experience, he will appreciate knowing what position, or even what remuneration, he can claim after three, five or eight years in the company. If it is possible to move from one profession to another during your career, you can highlight the bridges that exist within your company. Likewise, the presence of your company on various websites in France or abroad can suggest interesting prospects for mobility.

A nice illustration? Gift on your website sucess histories employees who have risen through the hierarchy to occupy a management position.

You can also invest in training and support actions for your employees in defining and carrying out their professional projects.

What recruitment process?

It is true that, with equal interest in the position, the candidate will prefer to apply to the company that offers him for two interviews than to the competitor that announces four interviews and two selection tests. Offer the simplest and most fluid candidate journey possible and communicate the steps of your recruitment process as quickly as possible, remembering that 66% of candidates want to know more as soon as they receive a job offer!

Be transparent at every step and use all the possibilities of your recruiting tools. They facilitate communication with candidates, even when they are not selected! For 97% of them, receiving a response is not an option, while only 67% of recruiters systematically send a message when a candidate is not selected.

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