The employer brand and the subject of a company’s attractiveness are at the heart of the concerns of all recruiters. Welcome to the Jungle looked into this subject and tried to better understand the concerns of the candidates.
In a job market that is more favorable to candidates than to companies, the question of employer branding is crucial. Organizations must make considerable efforts to attract talent, but also retain them. To better understand the expectations of applicants and the practices in place, WTTJ interviewed 500 recruiters and 1,000 workers between 18 and 65 years old.
Employer brand: between biased perception and real expectations of candidates
The first observation of the study of Welcome to the Jungle is that the perception of companies’ employer branding initiatives is not always obvious to candidates and employees of these organizations. When we ask respondents if their company has an employer brand, 67% of recruiters answer yes, while it is obvious for only 31% of employees. One of the people interviewed also indicates: “ The employer brand? It’s too vague a concept for me to define. »
How can we explain this gap in perception? Perhaps by a certain disconnect between recruiters and the real expectations of candidates and employees. Thus, 52% of companies say they have implemented a certain amount of working time flexibility. This is only obvious to 36% of employees. Same observation for the deployment of a working environment promoting relaxation or the CSR strategy. The WTTJ survey highlights three criteria as being determining factors in the job search: salary (55%), QVT (31%) and social benefits (28%).
Bad practices of recruiters
Welcome to the Jungle also asked candidates to rate recruiters’ practices. For 49% of them, not giving any feedback is considered bad practice. Feedback is extremely important to candidates. 33% also do not like it when companies have unrealistic expectations about experience and 32% do not like the too rapid categorization of candidates.
WTTJ also looked at the means used to find out about the company. The top three is made up of the website (36%), professional social networks (29%) and contacts already present within the organization (27%). 39% of 18-34 year olds use LinkedIn to learn more about a company. It therefore becomes crucial to focus on these subjects in order to further attract job seekers.
