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I recently had the opportunity to attend a very instructive webinar organized by Leihia, titled “Reinventing Your Recruitment Process with a Next-Generation ATS.” Although I am not directly involved in recruitment, and I already know the value LEIHIA offers, the topic particularly caught my attention, especially through the testimonial of Sonia Benbacha from Lagardère Travel Retail. During this very dynamic exchance, the figure that caught my attention the most? 98.7% of candidates are satisfied with their application experience. Considering how applying for jobs can sometimes feel like an obstacle course, this figure was eye-opening. It offers a fresh perspective on recruitment processes, which are often seen as lengthy and impersonal... Sonia Benbacha’s testimony also highlights how an optimized candidate experience can lead to selecting candidates who are not only aligned with the company’s values but also possess the required skills. The result? Nearly 80% of presented candidates are hired. A significant time saver for HR teams and for the managers involved in the onboarding and training of new hires. What particularly interests me, beyond the purely human aspect, is how technology, when well-designed, can genuinely streamline complex processes and enhance the user experience. This type of innovation resonates with my key areas of interest: the transformation of organizational models and their impact on people. An intuitive, human-centered technology like the one described by Sonia Benbacha and Priscillia Rossi, the founder and president of Leihia, seems to truly be able to support and facilitate this kind of change by creating a synergy between tools and human values. As for the tool itself, Sonia Benbacha described it as "intuitive", a platform that centralizes all information in one place, making the recruiter’s job much easier. It seems to be  a perfect alignment between meaning and values, supported by a simple tool that serves people, but do not replace them. Thanks a lot for this very inspiring testimony Sonia Benbacha. My question to Priscillia Rossi: What more could we ask for?

In today’s interconnected world, tapping into global talent pools isn't just a strategy—it's a necessity. Our latest article by Harry Dhillon, Director, Recruit & Hire, dives into how businesses can unlock new growth opportunities by expanding their recruitment efforts beyond borders. Discover key insights on: ✅ Navigating the complexities of global hiring ✅ Adapting to diverse cultural and regulatory environments ✅ Leveraging local expertise for seamless expansion Ready to take your growth strategy to the next level? Read the full article: https://hubs.li/Q02L53sW0 #GoGlobal #HR #EOR #RemoteWork #HireTalentAnywhere

Following up on our previous post about the challenges of recruiting in today's market, let's dive deeper into the data and reports that highlight these issues: 👉 Lengthy Hiring Processes: The average time to hire has increased to nearly six weeks. Lengthy hiring processes not only deter candidates but also impede organizational agility. This delay is often due to extensive competency tests and multi-stage interviews, which can be frustrating for candidates who prefer faster, more decisive processes (Ciphr HR UK). 👉 Competing on Pay and Benefits: A significant 43% of businesses have lost out on hiring talent because they can't compete on pay and benefits. With certain skills driving up salaries in specific industries, it's crucial for companies to benchmark their offers against industry standards. This challenge is compounded by the increasing employee turnover rates, as workers are drawn to better opportunities elsewhere (Morgan McKinley). 👉 Technological Disruptions: Rapid advancements in technology, including AI and automation, are reshaping the recruitment landscape. While these innovations can streamline the recruitment process, they also require recruiters to stay up-to-date with new tools and technologies to maintain a competitive edge (Talhive). 👉 Candidate-Driven Market: The power has shifted to candidates, who now have heightened expectations. To attract and retain top talent, organizations must offer compelling value propositions and prioritize the candidate experience. This includes offering flexible working arrangements and a positive employer brand (Talhive). 👉 Ghosting and High Turnover: Many HR professionals report that candidates often ghost during the interview process or early in their contracts. Even when successfully onboarded, many new hires leave within a few months, leading to a continuous cycle of recruitment and onboarding (Ongig Blog). At KEHOPS, we are committed to addressing these challenges by connecting you with the right HR partners and providing innovative recruitment solutions as well as reliable support to make you more competitive in the recruitment market. Stay tuned for more insights and solutions tailored to make your hiring process smoother and more efficient. #KEHOPS #HRSolutions #RecruitmentChallenges #TalentAcquisition #HRSupport #humanresources #ressourceshumaines #HR #RH #CRHA #HRPA

[𝐕𝐨𝐢𝐜𝐞] Sustainable recruitment is not a new style of recruitment. It's obvious. It transforms the way companies attract, develop, and retain talents. 𝐀𝐬 𝐚 𝐬𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐥𝐞 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐚𝐠𝐞𝐧𝐜𝐲, 𝐨𝐮𝐫 𝐫𝐨𝐥𝐞 𝐢𝐬 𝐧𝐨𝐭 𝐭𝐨 𝐛𝐫𝐢𝐝𝐠𝐞 𝐭𝐡𝐞 𝐠𝐚𝐩 𝐛𝐞𝐭𝐰𝐞𝐞𝐧 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐚𝐧𝐝 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬. 𝐎𝐮𝐫 𝐠𝐨𝐚𝐥 𝐢𝐬 𝐭𝐨 𝐞𝐧𝐬𝐮𝐫𝐞 𝐭𝐡𝐚𝐭 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐭𝐚𝐥𝐞𝐧𝐭 𝐦𝐞𝐞𝐭𝐬 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 This is why, beyond technical skills, we focus on ethical, societal, and environmental considerations. Because when there is friction between an employer and an employee, it's rarely related to job skills. 𝐒𝐨, 𝐰𝐡𝐚𝐭 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐛𝐞𝐧𝐞𝐟𝐢𝐭𝐬 𝐨𝐟 𝐬𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐥𝐞 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭? 👉 For the company, it clearly involves 𝐫𝐞𝐝𝐮𝐜𝐢𝐧𝐠 𝐭𝐮𝐫𝐧𝐨𝐯𝐞𝐫 𝐚𝐧𝐝 𝐚𝐭𝐭𝐫𝐚𝐜𝐭𝐢𝐧𝐠 𝐭𝐚𝐥𝐞𝐧𝐭𝐬 who wish to commit themselves to their organization. 👉 For the candidate, it's about 𝐣𝐨𝐢𝐧𝐢𝐧𝐠 𝐚𝐧 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐰𝐢𝐭𝐡 𝐰𝐡𝐨𝐦 𝐭𝐡𝐞𝐲 𝐬𝐡𝐚𝐫𝐞 𝐭𝐡𝐞 𝐬𝐚𝐦𝐞 𝐯𝐚𝐥𝐮𝐞𝐬 and who offers them a company project in which they want to fully invest. Are you ready for this ?  #luxembourg #hr #headhunter #talent #recruitment #sustainability

🌟 Enhancing Recruitment Strategies: The Power of Combining Traditional Job Boards with KEHOPS In the dynamic world of talent acquisition, diversifying your recruitment tools is not just beneficial—it's essential. While traditional job boards have their place in attracting a broad audience, integrating KEHOPS can significantly enhance your strategic reach. 🔍 Leveraging Traditional Job Boards are a staple in recruitment, providing a wide reach to attract active job seekers. They allow you to post job openings and collect resumes, making them a valuable tool for volume hiring and filling roles that attract many applicants. 🚀 Why Add KEHOPS to Your Toolkit? KEHOPS complements traditional job boards by providing a targeted approach: 👉 Expert Networks: Connect directly with specialized HR agencies and headhunters who can uncover passive candidates who aren’t browsing job boards. 👉 Intelligent Matching: Utilize KEHOPS’ advanced algorithms to ensure the candidates you reach are the best fit for the specific needs of your enterprise. 👉 Efficiency and Effectiveness: Reduce the time to hire by focusing on candidates vetted through professional channels and matched precisely to your criteria. 📈 Create a Robust Recruitment Ecosystem Combining traditional job boards with the innovative features of KEHOPS allows you to cast a wide net while also zeroing in on candidates with specific skills and cultural fits. This dual approach ensures that your recruitment efforts are comprehensive, efficient, and effective. 🔗 Ready to Transform Your Recruitment Strategy? Don’t miss out on leveraging the full spectrum of recruitment tools. Book a demo to learn how KEHOPS can seamlessly integrate with your existing strategies and help you navigate the complexities of modern recruitment. https://lnkd.in/etyj_ark Empower your recruitment efforts with KEHOPS and ensure no stone is left unturned in your search for top talent. #TalentAcquisition #HRTech #RecruitmentStrategy #KEHOPS #JobBoards #ressourceshumaines #recrutement #acquisitiontalent #crha #emploi

Is your recruitment strategy ready for the #FutureOfWork? The 2024 Future of Recruiting report by LinkedIn reveals insights into 6 key trends that will reshape the industry. The 6 key trends include:    1️⃣ The rise of Gen AI and the impact on recruitment tasks to free up recruiter time, drive efficiency and allow for greater relationship building 2️⃣ Skills-based hiring to attract top talent regardless of their educational background, and diversify your workforce. 3️⃣ Focus on quality of hire by focusing on factors like job performance, team fit, and cultural alignment, leading to increased retention and reduced costs. 4️⃣ Agility for recruiters to adapt to market conditions and client needs. 5️⃣ Advocacy for flexible talent, which are crucial for ayttracting and retianing great talent. 6️⃣  Attracting Gen Z talent and creating an environment which aligns with their values and priorities.    Download the full report or explore the regional data to unlock the insights needed to dominate the recruitment game in the years to come: https://lnkd.in/eam4MeKF #FutureofRecruiting Gaëlle de la Fosse Laurie Chamberlin Keiichiro Itakura Alice Wu Jonathan Firth Anthony MALDERA Grégoire Conquet Stephan Bahns James Peck Luca Semeraro José Ramón Colomina Piriz Paul Scholtemeijer Juraj O. Angelo D'Attoma Rosemary Masterson Barbara Tomba Kathryn Kempster Stanislas DUTREIL