How to qualify the year 2022 for your practice?
Sébastien Canard: 2022 has been an excellent year for us. A year of candidates. The latter found themselves on the right side of the handle. Employers asked us a lot, but it was more difficult for them to find the “right” candidates. Hence a very good period for us because our strength is knowing how to hunt on the Internet.
What are the major changes that recruitment has seen in 2022?
SC: 2022 has been a complicated year for recruiters. They found themselves competing with each other to land the right resource. They therefore had to make efforts to develop the remuneration offered, the quality of the missions, that of life at work, the virtual obligation to offer teleworking. In short, employers had to think about how they retained candidates to hire them and better retain them.
And on the sourcing side, your specialty?
SC: We had to always offer more technologies to our customers to find the best candidate. We therefore need to have the best tools for this: job sites, use of ATS (Applicant tracking system) to source and track applications via these application management software. This allows you to be as responsive as possible. This also makes it possible to automate its tasks by sending mass targeted messages to candidates, to relaunch them, to offer them interviews.
What are your predictions for 2023?
SC: After a delirious year 2022, the demand from companies should slow down while remaining on a high level of search for candidates. In this market coming to its senses, I believe that we will increasingly develop artificial intelligence (AI) applied to recruitment. “Bots” (Editor’s note: software that performs automated, repetitive and predefined tasks) should be set up by recruiters to improve the candidate experience. The idea is to offer a smoother journey so that they enjoy their future business. Via these bots, artificial intelligence will allow the company to switch from an employer brand to a recruiter brand…
When it comes to hiring, AI is the revolution of the coming years. This artificial intelligence will allow recruiters to be accompanied in their search for talent, in the drafting of job offers. The whole question will remain how it will be possible to use these new tools. But they will be used by employers and also by candidates via, for example, AI cover letter writing techniques. It will also be necessary to continue to “market” its image on the internet, to bring added value on social networks to make itself known to recruiters. This AI is still very recent. No one fully measures the impact of this new technology, it is sometimes only a few weeks old, on the recruitment process or on applications. But, for the “recruited”, I already recommend using AI to stay informed about their sector, their profession, their target companies, to ask the right questions while getting used to using AI in their daily lives.
How will candidate expectations evolve in 2023?
SC: Candidates will be looking for the best possible recruitment path. They will want to obtain reliable and precise information on the position offered. They will want to know better the values of companies, their CSR policy. They will also require more telecommuting. A company that understands this will open up to more candidates.
What will employers expect in 2023?
SC: The year 2022 has been particularly difficult for employers so they want to attract more candidates. But to achieve this, they will have to equip themselves with an application management tool (ATS) allowing them to go beyond the simple management of recruitments. They will be able to offer new, faster forms, missions without CVs, vacuum pages, offer bots to candidates to ensure better sorting and why not, start integrating AI into these ATSs to recruit better.
The firm in a few figures
- 12,000 candidates sent to clients in 2022
- 20 consultants in 2022
- 2022 turnover: 6 million euros
- Locations: Levallois-Perret.