Talent Management

How to efficiently recruit and retain talent in this new context?

6 March 2023

3 min
Between the Great Resignation, quiet quitting and the race for talents, the year 2022 has been particularly turbulent for HR experts and the rules of recruitment have changed significantly. How do companies deal with the new demands of employees in terms of teleworking or work-life balance? How can recruitment processes be optimised to reduce their cost while dealing with sometimes complicated contexts?

A successful recruitment process starts with a perfect onboarding

While it is too often overlooked by employers, onboarding is a key step towards employees’ integration. It is the moment that determines their future commitment. In order for a recruitment to lead to a lasting and mutually beneficial collaboration, it is thus particularly important to make it a rewarding and motivating experience. To achieve this, each of the following phases must be carefully carried out:

Pre-boarding: corresponds to the period between the signing of the contract and the first day filling the position. Can be stressful for the employee if they are not informed precisely of the conditions of their arrival.

First day: during which the employee meets their manager and coworkers, discovers their workstation and receives a welcome pack.

What is in a good welcome pack?

  • Practical information about life within the company and the organisation of work;
  • Office supplies in the company’s colours (notebooks, pens or USB flash drives);
  • Personalised gifts to promote a sense of belonging (tote bags, clothing or flocked water bottles).

3. The managerial relationship: the richer and more frequent the exchanges, the more the newcomer feels valued.

4. Team integration: during the month following the signing of the contract, meetings are essential, but workshops and informal moments can also contribute to the team spirit’s growth.

5. Follow-up points: corresponds to the moments when the employee shares their experience with HR functions and their manager. A weekly conversation may be necessary as well as a more formal feedback report after one month to ensure that their integration is successful.

eBook: find all the keys to turn the onboarding process into a real experience.


Good recruitment is sustainable recruitment

Because recruitment is costly, it is crucial to secure ROI by making sure it is sustainable. However, over the past few years, the quality of the work life has become an absolutely central tool in any retention strategy. Employees expectations in this area have changed significantly and now include:

  • Pleasant, friendly workplaces that are conducive to productivity;
  • Healthy hierarchical relationships and a positive team atmosphere;
  • Working conditions that are compatible with regular physical activity, a healthy diet and restful sleep;
  • Sufficient attention and information on the part of the employer, but also relative autonomy for the employee in managing their tasks.

Enhancing employer branding with an adapted training offer

Today more than ever, the training offer is a compelling argument for attracting future talent. For them to project themselves in a company, they need to know that career opportunities exist and are accessible. Developing a training offer that meets the expectations of the employees and focusing on their “career path” therefore makes it possible to improve the employer branding but also to maximise the talents’ commitment through the prospects of increasing their skills.

Such a strategy also pays off in terms of retaining existing talent in the event of recruitment difficulties.

Find out how to retain and cultivate talent through upskilling and reskilling.


Also see : How to retain your talent to avoid the Great Resignation ?

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